Strategic Employee Development (SED) Program

Science.gov (United States)

Nguyen, Johnny; Guevara (Castano), Nathalie; Thorpe, Barbara; Barnett, Rebecca

2017-01-01

As with many other U.S. agencies, succession planning is becoming a critical need for NASA. The primary drivers include (a) NASAs higher-than-average aged workforce with approximately 50 of employees eligible for retirement within 5 years; and (b) employees who need better developmental conversations to increase morale and retention. This problem is particularly concerning for Safety Mission Assurance (SMA) organizations since they traditionally rely on more experienced engineers and specialists to perform their organizations functions.In response to this challenge, the Kennedy Space Center (KSC) SMA organization created the Strategic Employee Development (SED) program. The SED programs goal is to provide a proactive method to counter the primary drivers by creating a deeper bench strength and providing a more comprehensive developmental feedback experience for the employee. The SED is a new succession planning framework that enables customization to any organization, and in this case, specifically for an SMA organization. This is accomplished via the identification of key positions, the corresponding critical competencies, and a process to help managers have relevant and meaningful development conversations with the workforce. As a result of the SED, several tools and products were created that allows management to make better strategic workforce decisions. Although there are opportunities for improvement for the SED program, the most important impact has been on the quality of developmental discussions for employees.

Evaluating an employee wellness program.

Science.gov (United States)

Mukhopadhyay, Sankar; Wendel, Jeanne

2013-12-01

What criteria should be used to evaluate the impact of a new employee wellness program when the initial vendor contract expires? Published academic literature focuses on return-on-investment as the gold standard for wellness program evaluation, and a recent meta-analysis concludes that wellness programs can generate net savings after one or two years. In contrast, surveys indicate that fewer than half of these programs report net savings, and actuarial analysts argue that return-on-investment is an unrealistic metric for evaluating new programs. These analysts argue that evaluation of new programs should focus on contract management issues, such as the vendor's ability to: (i) recruit employees to participate and (ii) induce behavior change. We compute difference-in-difference propensity score matching estimates of the impact of a wellness program implemented by a mid-sized employer. The analysis includes one year of pre-implementation data and three years of post-implementation data. We find that the program successfully recruited a broad spectrum of employees to participate, and it successfully induced short-term behavior change, as manifested by increased preventive screening. However, the effects on health care expenditures are positive (but insignificant). If it is unrealistic to expect new programs to significantly reduce healthcare costs in a few years, then focusing on return-on-investment as the gold standard metric may lead to early termination of potentially useful wellness programs. Focusing short-term analysis of new programs on short-term measures may provide a more realistic evaluation strategy.

Implementing an Employee Assistance Program.

Science.gov (United States)

Gam, John; And Others

1983-01-01

Describes in detail the implementation of an employee assistance program in a textile plant. Reviews the historical development, referral process, and termination guidelines of the program and contains descriptive statistics for six periods of the program's operation. (Author/JAC)

Corporate Benefits of Employee Recreation Programs.

Science.gov (United States)

Finney, Craig

1984-01-01

Employee recreation programs have been shown to reduce absenteeism, increase performance and productivity, reduce stress levels, and increase job satisfaction. Studies that present positive results of employee recreation are discussed. (DF)

Family history and medical examination of occupationally exposed employees against ionizing radiation

International Nuclear Information System (INIS)

Heinemann, G.

2000-01-01

Searching for individual radiosensitivity could improve the quality of the medical examination of occupationally exposed employees and thus provide real protection of the individual against ionizing radiation. For this purpose genetic family history should be recorded by a skilled interviewer. (orig.) [de

A needs assessment for an employee assistance program

OpenAIRE

2012-01-01

M.A. Employee Assistance Programs (EAP) can be defined as programs, sponsored by management and labor, that are specifically designed to identify and assist employees and their families with various difficulties that impair personal and occupational functioning. Adventist Community Services (ACS) is a welfare organization that identified the need within the organization for such a program. A needs assessment to determine the specific needs of employees and volunteers with regard to such a ...

Assessing the effects of employee assistance programs: a review of employee assistance program evaluations.

Science.gov (United States)

Colantonio, A

1989-01-01

Employee assistance programs have grown at a dramatic rate, yet the effectiveness of these programs has been called into question. The purpose of this paper was to assess the effectiveness of employee assistance programs (EAPs) by reviewing recently published EAP evaluations. All studies evaluating EAPs published since 1975 from peer-reviewed journals in the English language were included in this analysis. Each of the articles was assessed in the following areas: (a) program description (subjects, setting, type of intervention, format), (b) evaluation design (research design, variables measured, operational methods), and (c) program outcomes. Results indicate numerous methodological and conceptual weaknesses and issues. These weaknesses included lack of controlled research designs and short time lags between pre- and post-test measures. Other problems identified are missing information regarding subjects, type of intervention, how variables are measured (operational methods), and reliability and validity of evaluation instruments. Due to the aforementioned weaknesses, positive outcomes could not be supported. Recommendations are made for future EAP evaluations.

The Association Between Health Program Participation and Employee Retention.

Science.gov (United States)

Mitchell, Rebecca J; Ozminkowski, Ronald J; Hartley, Stephen K

2016-09-01

Using health plan membership as a proxy for employee retention, the objective of this study was to examine whether use of health promotion programs was associated with employee retention. Propensity score weighted generalized linear regression models were used to estimate the association between telephonic programs or health risk surveys and retention. Analyses were conducted with six study samples based on type of program participation. Retention rates were highest for employees with either telephonic program activity or health risk surveys and lowest for employees who did not participate in any interventions. Participants ranged from 71% more likely to 5% less likely to remain with their employers compared with nonparticipants, depending on the sample used in analyses. Using health promotion programs in combination with health risk surveys may lead to improvements in employee retention.

Workplace exposure to secondhand smoke among non-smoking hospitality employees.

Science.gov (United States)

Lawhorn, Nikki A; Lirette, David K; Klink, Jenna L; Hu, Chih-Yang; Contreras, Cassandra; Ajori Bryant, Ty-Runet Pinkney; Brown, Lisanne F; Diaz, James H

2013-02-01

This article examines salivary cotinine concentrations to characterize secondhand smoke (SHS) exposure among non-smoking hospitality employees (bar and casino employees and musicians who perform in bars) who are exposed to SHS in the workplace. A pre-post test study design was implemented to assess SHS exposure in the workplace. The convenience sample of 41 non-smoking hospitality employees included 10 controls (non-smoking hospitality employees not exposed to SHS in the workplace). The findings demonstrate that post-shift saliva cotinine levels of hospitality employees who are exposed to SHS in the workplace are significantly higher than controls who work in smoke-free venues. Findings also suggested a statistically significant increase between pre- and post-shift saliva cotinine levels of hospitality employees who are exposed in the workplace. No statistically significant difference was noted across labor categories, suggesting that all exposed employees are at increased risk. The study results indicate that non-smoking hospitality employees exposed to SHS in the workplace have significantly higher cotinine concentration levels compared with their counterparts who work in smoke-free venues. Findings from other studies suggest that these increased cotinine levels are harmful to health. Given the potential impact on the health of exposed employees, this study further supports the efforts of tobacco prevention and control programs in advocating for comprehensive smoke-free air policies to protect bar and casino employees.

Formal intervention in employee health: comparisons of the nature and structure of employee assistance programs and health promotion programs.

Science.gov (United States)

Roman, P M; Blum, T C

1988-01-01

Health promotion programs (HPP) and employee assistance programs (EAP) are compared in terms of their structure and process. Two common themes are extracted: a belief that both are beneficial to both employers and employees, and a sense of 'mission'. The technology of HPP and EAP are examined and compared. EAPs' stimulation from Federal funding is contrasted with the more indigenous roots of HPPs. Examination of empirical data comparing organizations with EAPs which have and have not adopted HPPs indicate the former tend to be somewhat more 'caring' toward employees. An examination of program ingredients indicates much greater commonality of structural and processual ingredients within EAPs as compared to HPPs. The extent to which each program type has become more 'populist' in orientation and the implications of these changes for program technology are considered. Finally the paper describes differences in program evaluation stemming from target group definitions in the two types of programs.

Aiding troubled employees: the prevalence, cost, and characteristics of employee assistance programs in the United States.

Science.gov (United States)

Hartwell, T D; Steele, P; French, M T; Potter, F J; Rodman, N F; Zarkin, G A

1996-06-01

Employee assistance programs (EAPs) are job-based programs designed to identify and assist troubled employees. This study determines the prevalence, cost, and characteristics of these programs in the United States by worksite size, industry, and census region. A stratified national probability sample of more than 6400 private, nonagricultural US worksites with 50 or more full-time employees was contacted with a computer-assisted telephone interviewing protocol. More than 3200 worksites responded and were eligible, with a response rate of 90%. Approximately 33% of all private, nonagricultural worksites with 50 or more full-time employees currently offer EAP services to their employees, an 8.9% increase over 1985. These programs are more likely to be found in larger worksites and in the communications/utilities/transportation industries. The most popular model is an external provider, and the median annual cost per eligible employee for internal and external programs was $21.83 and $18.09, respectively. EAPs are becoming a more prevalent point of access to health care for workers with personal problems such as substance abuse, family problems, or emotional distress.

Comparison of In-House and Contracted-Out Employee Assistance Programs.

Science.gov (United States)

Straussner, Shulamith Lala Ashenberg

1988-01-01

Compared 15 selected management-sponsored in-house and eight contracted-out employee assistance programs in the New York area. Examined advantages and disadvantages of in-house and contractual programs from the viewpoints of top management, employees, and the employee assistance program itself. Concluded that which program model was best depended…

Obese Employee Participation Patterns in a Wellness Program.

Science.gov (United States)

Fink, Jennifer T; Smith, David R; Singh, Maharaj; Ihrke, Doug M; Cisler, Ron A

2016-04-01

The purpose of this research was to retrospectively examine whether demographic differences exist between those who participated in an employee wellness program and those who did not, and to identify the selection of employees' choice in weight management activities. A nonequivalent, 2-group retrospective design was used. This study involved employees at a large, not-for-profit integrated health system. Of the total organization employee pool (29,194), 19,771 (68%) employees volunteered to be weighed (mean body mass index [BMI]=28.9) as part of an employee wellness program. Weight management activities available included: (1) Self-directed 5% total body weight loss; (2) Healthy Solutions at home; (3) Weight Watchers group meetings; (4) Weight Watchers online; and (5) Employee Assistance Program (EAP)-directed healthy weight coaching. Measures were participation rate and available weight management activity participation rate among obese employees across demographic variables, including sex, age, race, job type, and job location. The analysis included chi-square tests for all categorical variables; odds ratios were calculated to examine factors predictive of participation. Of the total 19,771 employees weighed, 6375 (32%) employees were obese (defined as BMI ≥30); of those, 3094 (49%) participated in available weight management activities. Participation was higher among females, whites, those ages >50 years, and non-nursing staff. In conclusion, participation rate varied significantly based on demographic variables. Self-directed 5% weight loss was the most popular weight management activity selected. (Population Health Management 2016;19:132-135).

An employee assistance program for caregiver support.

Science.gov (United States)

Mains, Douglas A; Fairchild, Thomas J; René, Antonio A

2006-01-01

The Comprehensive Caregiver Choices Program provided support for employee caregivers of elderly people for employees at a hospital in Fort Worth, Texas. Key informant interviews and focus groups provided direction for program development and implementation. A full-time MSW and professionals with expertise in gerontology/geriatrics provided education and care coordination services to caregivers. Approximately 4% of the hospital's workforce participated in the program. Attendees evaluated educational sessions and follow-up interviews were conducted with program participants. Caregiver support programs must continue to seek innovative and creative marketing and service delivery methods to reach out and assist working caregivers in need of support.

Employee Assistance Programs in Canada.

Science.gov (United States)

Jaffe, Peter; And Others

1988-01-01

Employee assistance programs (EAP) are evaluated in questionnaire responses from 73 of 109 (67 percent) Canadian school boards and 35 (50 percent) of the clients of the EAP in London, Ontario. Explores the nature of current programs and emerging trends in this field. (MLF)

Employee assistance program treats personal problems.

Science.gov (United States)

Bednarek, R J; Featherston, H J

1984-03-01

Though the concept of employee assistance programs (EAPs) is widely accepted throughout business and industry, few hospitals have established similar channels for dealing with workers whose personal problems cause work-related problems. Among the reasons for the health care profession's lack of involvement in this area are: lack of information about costs and benefits of EAPs; the hospital's multidisciplinary environment in which standards of employee competence and behavior are set by persons from many disciplines; hospital working hours; and health care workers' attitudes about their vulnerability to illness. St. Benedict's Hospital, Ogden, UT, however, has confronted the question of how to demonstrate Christian concern for its employees. St. Benedict's EAP, the Helping Hand, which was created in 1979, combines progressive disciplinary action with the opportunity for early intervention in and treatment of employees' personal problems. When a worker with personal problems is referred to the EAP coordinator, he or she is matched with the appropriate community or hospital resource for treatment. Supervisors are trained to identify employee problems and to focus on employee job performance rather than on attempting to diagnose the problem. St. Benedict's records during the program's first three years illustrate the human benefits as well as the cost savings of an EAP. Of 92 hospital employees who took part in the EAP, 72 improved their situations or resolved their problems. The hospital's turnover rates declined from 36 percent to 20 percent, and approximately $40,800 in turnover and replacement costs were saved.

Employers should disband employee weight control programs.

Science.gov (United States)

Lewis, Alfred; Khanna, Vikram; Montrose, Shana

2015-02-01

American corporations continue to expand wellness programs, which now reach an estimated 90% of workers in large organizations, yet no study has demonstrated that the main focus of these programs-weight control-has any positive effect. There is no published evidence that large-scale corporate attempts to control employee body weight through financial incentives and penalties have generated savings from long-term weight loss, or a reduction in inpatient admissions associated with obesity or even long-term weight loss itself. Other evidence contradicts the hypothesis that population obesity rates meaningfully retard economic growth or manufacturing productivity. Quite the contrary, overscreening and crash dieting can impact employee morale and even harm employee health. Therefore, the authors believe that corporations should disband or significantly reconfigure weight-oriented wellness programs, and that the Affordable Care Act should be amended to require such programs to conform to accepted guidelines for harm avoidance.

Employee suggestion programs: the rewards of involvement.

Science.gov (United States)

Mishra, J M; McKendall, M

1993-09-01

Successful ESPs are the products of a great deal of effort by managers, administrators, teams, individuals, and reviewers, who are all striving to achieve the goals of increased profitability and enhanced employee involvement. A review of the literature indicates that there are several prescriptions that will increase the likelihood of a successful ESP (see the box). Today's American business prophets sound ceaseless calls to arms in the name of "world class performance," "global competitiveness," "total quality management," and a variety of other buzz terms. A burgeoning industry has evolved that promises, through speeches, teleconferences, seminars, and consulting contracts, to teach American organizations how to achieve excellence. In the face of a sputtering economy and unrelenting competitive pressure, today's managers must translate these laudatory ideals into hands-on reality without sacrificing the firm's profit margin to experimentation. If any idea can help an organization achieve improvement through a workable program, then that idea and that program deserve real consideration. An ESP represents an opportunity to tap the intelligence and resourcefulness of an organization's employees, and by doing so, reap significant cost savings. Those companies and managers that have an ESP program uniformly list economic advantages first when describing the benefits of their employee suggestion programs. But there is another deeper and longer term benefit inherent in an ESP. These programs allow employees to become involved in their organization; they drive deaccession to lower levels, they give employees more responsibility, they foster creative approaches to work, and they encourage creativity in pursuit of company goals.(ABSTRACT TRUNCATED AT 250 WORDS)

School Employee Assistance Programs in New York State.

Science.gov (United States)

Stevens, R. Craig

1986-01-01

The article reports on the following aspects of employee assistance programs (EAPs), which are designed to counter employee personal problems that could impair work performance: 1) administrative views on EAPs; 2) district ratings of EAPs; 3) funding; 4) types of problems handled; and 5) success of the programs. (PS)

Genesis of an Employee Wellness Program at a Large University.

Science.gov (United States)

Lloyd, Lisa K; Crixell, Sylvia H; Bezner, Janet R; Forester, Katherine; Swearingen, Carolyn

2017-11-01

University employee wellness programs have potential to support positive changes in employee health, thereby improving productivity and mitigating the rise in health care costs. The purpose of this article is to describe a theory-driven approach to systematically planning, developing, and implementing a comprehensive university employee wellness program. Long-term program goals were to improve employee health, well-being, and productivity by focusing on decreasing sedentary behavior, increasing physical activity, improving dietary habits, and reducing stress. An ecological approach was taken to identify levels of influence specific to a university setting: intrapersonal, interpersonal, department/college/division, and university. This framework guided the development of program components and strategies, which were grounded in several health behavior change theories. Input from supervisors and employees was incorporated throughout program development. A 15-week trial run, involving 514 employees, was evaluated to fine-tune services. Participation and feedback were positive, demonstrating that the program was valued. Support from upper administration is evidenced by continued funding. Critical factors to the successful launch of the program included a supportive administration, leverage of existing facilities and equipment, leadership provided by faculty, and service delivery by students.

Educating Organizational Consumers about Employee Assistance Programs.

Science.gov (United States)

Roman, Paul M.; And Others

1987-01-01

Provides an overview of the value of employee assistance programs (EAP) as mechanisms to solve organizational problems. The article is based on a field study of 480 EAPs in private sector organizations with 500 or more employees. (JOW)

Facts on Employee Assistance Programs. Clearinghouse Fact Sheet.

Science.gov (United States)

Desmond, Thomas C.

Employee Assistance Programs (EAPs) offer employees confidential, professional assistance for the kinds of personal problems that adversely affect their lives and their jobs. These programs started when acute worker shortages during World War II, coupled with the successes of Alcoholic Anonymous, prompted some companies in the 1940s to develop…

78 FR 64873 - Federal Employees Health Benefits Program and Federal Employees Dental and Vision Insurance...

Science.gov (United States)

2013-10-30

... family members under the FEHB and the Federal Employees Dental and Vision Insurance Program (FEDVIP... procedure, Government employees, Health facilities, Health insurance, Health professions, Hostages, Iraq... Administrative practice and procedure, Government employees, Health insurance, Taxes, Wages. 5 CFR Part 894...

Employee assistance programs: a preventive, cost-effective benefit.

Science.gov (United States)

Cohen, G S; Gard, L H; Heffernan, W R

1998-01-01

Employee Assistance Programs (EAPs) provide a much-needed service to the employees of corporations. In these times of reduced benefits and diminished community resources, EAPs can dramatically compensate for those shortages. This article will explore the role of an EAP, the models of service available, and the selection process for choosing a program.

Using employee experts to offer an interprofessional diabetes risk reduction program to fellow employees.

Science.gov (United States)

Lenz, Thomas L; Gillespie, Nicole D; Skrabal, Maryann Z; Faulkner, Michele A; Skradski, Jessica J; Ferguson, Liz A; Pagenkemper, Joni J; Moore, Geri A; Jorgensen, Diane

2013-03-01

A recent increase in the incidence of diabetes and pre-diabetes is causing many employers to spend more of their healthcare benefit budgets to manage the conditions. A self-insured university in the USA has implemented an interprofessional diabetes mellitus risk reduction program using its own employee faculty and staff experts to help fellow employees manage their diabetes and pre-diabetes. The interprofessional team consists of five pharmacists, a dietitian, an exercise physiologist, a health educator and a licensed mental health practitioner. In addition, the participant's physician serves as a consultant to the program, as does a human resources healthcare benefits specialist and a wellness coordinator. The volunteer program takes place at the worksite during regular business hours and is free of charge to the employees. The faculty and staff delivering the program justify the cost of their time through an interprofessional educational model that the program will soon provide to university students.

Employee assistance programs: an overview and suggested roles for psychiatrists.

Science.gov (United States)

Brill, P; Herzberg, J; Speller, J L

1985-07-01

Although employee assistance programs are rapidly becoming the predominant vehicle for the delivery of mental health services in occupational settings, few programs employ a psychiatrist on either a part-time or a full-time basis. After providing an overview of the need for, cost-effectiveness of, and current status of employee assistance programs, the authors draw on their own experiences with employee assistance programs to present four broad categories of roles the psychiatrist can assume in such programs: clinician, supervisor and educator, administrator, and organizational consultant. Problems encountered in these roles are also discussed.

The mammography screening employee inreach program.

Science.gov (United States)

Robinson, Joanne; Seltzer, Vicki; Lawrence, Loretta; Autz, George; Kostroff, Karen; Weiselberg, Lora; Colagiacomo, Maria

2007-02-01

To determine whether our health care employees were undergoing mammography screening according to American Cancer Society guidelines and to determine whether aggressive outreach, education and streamlining of mammography scheduling could improve compliance. All female employees at North Shore University Hospital (NSUH) and several other health system facilities (SF) were sent mailings to their homes that included breast health education and mammography screening guidelines, a questionnaire regarding their own mammography screening history and the opportunity to have their mammography screening scheduled by the Mammography Screening Employee Inreach Program (MSEIP) coordinator. Of the approximately 2,700 female employees aged 40 and over at NSUH and SF, 2,235 (82.7%) responded to the questionnaire, and 1,455 had a mammogram done via the MSEIP. Of the 1,455, 43% either were overdue for a mammogram or had never had one. During a second year of the MSEIP at NSUH and SF, an additional 1,706 mammograms were done. People employed in health care jobs do not necessarily avail themselves of appropriate health care screening. An aggressive program that utilized education, outreach and assistance with scheduling was effective in increasing compliance with mammography screening.

Employee assistance programs: a primer for buyer and seller.

Science.gov (United States)

Dixon, K

1988-06-01

A growing number of firms in private industry now sponsor or contract with groups of mental health professionals to provide employee assistance programs (EAPs). Factors that have influenced the increasing demand for EAPs include corporations' humanitarian concern for employees with mental health problems, a desire to contain rising health costs and reduce corporate losses, and the need for effective supervisory systems for managing troubled employees. To assist corporate consumers in judging the quality of EAP services and to guide mental health practitioners who wish to enter the EAP field, criteria are provided for evaluating the following aspects of EAP programs: policy development, employee orientation, supervisor training, availability during nonbusiness hours, assessment and diagnostic services, crisis counseling, referral, quality assurance, program evaluation, and cost.

Hanford general employee training - A million dollar cost beneficial program

International Nuclear Information System (INIS)

Gardner, P.R.

1991-02-01

In January 1990, Westinghouse Hanford Company implemented an interactive videodisc training program entitled Hanford General Employee Training. Covering all Institute of Nuclear Power Operations general employee training objectives, training mandated by US Department of Energy orders, and training prescribed by internal Westinghouse Hanford Company policies, Hanford General Employee Training presents and manages engaging training programs individually tailored to each of the 9,000 employees. Development costs for a sophisticated program such as Hanford General Employee Training were high compared to similar costs for developing ''equivalent'' traditional training. Hardware ($500,000) and labor costs ($400,000) totaled $900,000. Annual maintenance costs, equipment plus labor, are totalling about $200,000. On the benefit side, by consolidating some 17 previous Westinghouse Hanford Company courses and more effectively managing the instructional process, Hanford General Employee Training reduced the average student training time from over 11 hours to just under 4 hours. For 9,000 employees, the computed net annual savings exceeds $1.3 million. 2 refs

'Feel better/work better' epitomizes employee fitness program.

Science.gov (United States)

Molidor, C

1979-01-01

It stands to reason that employees who feel better will take less time off because of illness and, consequently, improve their productivity. Rather than leave the health of their employees to chance, the Mercy Center for Health Care Services in Aurora, IL, put together a program that develops the total fitness of individual employees.

Strategies and Policies in Employee Assistance Programs.

Science.gov (United States)

Hedges, Amie

This document describes and examines effective policies that companies have adopted in developing Employee Assistance Programs (EAPs) to address personal problems of employees, with a specific focus on substance abuse. Chapter 1 introduces the topic, states the problem, indicates the purpose of the study, denotes the limitations, defines important…

Legal implications of employee assistance programs.

Science.gov (United States)

Lehr, R I; Middlebrooks, D J

1986-01-01

Employers who offer EAPs should be aware of their rights as well as the rights of employees. Appropriate steps should be taken to assure that employees are fully informed of the conditions of participating in a program prior to volunteering for treatment. An issue that must be considered is the confidentiality of information arising during the course of treatment. Several court cases involving the physician-patient relationship offer guidelines in this area.

Federal Employees Health Benefits Program and Federal Employees Dental and Vision Insurance Program: eligibility for Pathway Programs participants. Interim final rule with request for comments.

Science.gov (United States)

2014-01-06

The U.S. Office of Personnel Management (OPM) is issuing an interim final regulation to update the Federal Employees Health Benefits Program (FEHBP) and the Federal Employees Dental and Vision Insurance Program (FEDVIP) regulations to reflect updated election opportunities for participants in the Pathways Programs. The Pathways Programs were created by Executive Order (E.O.) 13562, signed by the President on December 27, 2010, and are designed to enable the Federal Government to compete effectively for students and recent graduates by improving its recruitment efforts through internships and similar programs with Federal agencies. This interim final rule furthers these recruitment and retention efforts by providing health insurance, as well as dental and vision benefits, to eligible program participants and their families.

Employee Assistance Programs: A Systemic Investigation of Their Use.

Science.gov (United States)

Gerstein, Lawrence H.; Bayer, Gregory A.

1988-01-01

Reviews three articles from the EAP Digest which discuss the low employee-penetration rate of employee assistance programs. Claims low rates may be a result of environmental, employee, and supervisory attitudes about referral and intervention responsibilities. Concludes future of counselors as feasible service providers hinges partly on successful…

The Evaluation of an Employee Assistance Program.

Science.gov (United States)

Gam, John; And Others

1983-01-01

Presents the results of an evaluative study of an employee assistance program sponsored by the Russell Corporation, an apparel manufacturing firm. Results suggested that the program is beneficial in terms of both productivity enhancement and humanitarianism. (Author)

A workplace modified duty program for employees in an oncology center.

Science.gov (United States)

Soteriades, Elpidoforos S

2017-01-01

Workplace modified duty programs may provide reasonable accommodations to employees who have partial temporary job disability and could work on duty accommodations until they fully recover. However, little is known about the implementation barriers and effectiveness of such programs. This study is aimed at evaluating the implementation of a modified duty program for employees in an oncology center. A modified duty program for employees working at the Bank of Cyprus Oncology Center, a non profit organization with 200 employees located in the Republic of Cyprus was evaluated based on the health records of the occupational medicine department. Employees' participation in the program was 3%. A total of 12 employees participated (6 each year). The participants were all women and the mean participation period was 21.6 days (range 10 - 65 days). The two most frequent reasons for a modified duty assignment were pregnancy and back pain. Employees were assigned either on limited duties or on a combination of limited duties and reduced work hours. Employees reported being very satisfied with their participation based on a follow-up narrative oral assessment. The small participation rate does not allow for advanced statistical analyses. Further studies from larger organizations are urgently needed to evaluate the effectiveness of modified duty programs. The development of a legal framework for such modified duty programs in Cyprus as well as internationally may promote their implementation in order to facilitate the effective management of temporary partial job disability for the benefit of both employees and businesses.

FBI's Employee Assistance Program: an advanced law enforcement model.

Science.gov (United States)

McNally, V J

1999-01-01

As we approach the 21st century the FBI has enhanced its Employee Assistance Program (EAP) to include EAP services, Peer Support and Critical Incident Stress Management/Debriefing (CISM/D) and Chaplains' Program. This EAP is now anticipating the future to include a Compassion Fatigue Program for its counselors and coordinators, as well as developing CISD protocols for incidents involving weapons of mass destruction. As the FBI has accepted new challenges in the investigative arena throughout the world, so the FBI's Employee Assistance and related programs have set out to support their employees and family members with a continuum of integrated confidential services. The FBI recognizes that its most important asset is its personnel, and EAP is the vehicle to assist the FBI family in remaining healthy and strong for the continuous quest to fulfill its mission.

20 CFR 10.303 - Should the employer use a Form CA-16 to authorize medical testing when an employee is exposed to...

Science.gov (United States)

2010-04-01

...' COMPENSATION ACT CLAIMS FOR COMPENSATION UNDER THE FEDERAL EMPLOYEES' COMPENSATION ACT, AS AMENDED Medical and... testing for an employee who has merely been exposed to a workplace hazard, unless the employee has... Occupational Safety and Health Administration at 29 CFR chapter XVII require employers to provide their...

Can health insurance improve employee health outcome and reduce cost? An evaluation of Geisinger's employee health and wellness program.

Science.gov (United States)

Maeng, Daniel D; Pitcavage, James M; Tomcavage, Janet; Steinhubl, Steven R

2013-11-01

To evaluate the impact of a health plan-driven employee health and wellness program (known as MyHealth Rewards) on health outcomes (stroke and myocardial infarction) and cost of care. A cohort of Geisinger Health Plan members who were Geisinger Health System (GHS) employees throughout the study period (2007 to 2011) was compared with a comparison group consisting of Geisinger Health Plan members who were non-GHS employees. The GHS employee cohort experienced a stroke or myocardial infarction later than the non-GHS comparison group (hazard ratios of 0.73 and 0.56; P employee health and wellness programs similarly designed as MyHealth Rewards can potentially have a desirable impact on employee health and cost.

78 FR 60169 - Federal Acquisition Regulation; Pilot Program for Enhancement of Contractor Employee...

Science.gov (United States)

2013-09-30

... 9000-AM56 Federal Acquisition Regulation; Pilot Program for Enhancement of Contractor Employee... program enhancing whistleblower protections for contractor employees. DATES: Effective: September 30, 2013... contractor employees at FAR subpart 3.9. The pilot program is mandated by section 828, entitled ``Pilot...

Effects of an 8-Week Outdoor Brisk Walking Program on Fatigue in Hi-Tech Industry Employees: A Randomized Control Trial.

Science.gov (United States)

Wu, Li-Ling; Wang, Kuo-Ming; Liao, Po-I; Kao, Yu-Hsiu; Huang, Yi-Ching

2015-10-01

Over 73% of hi-tech industry employees in Taiwan lack regular exercise. They are exposed to a highly variable and stressful work environment for extended periods of time, and may subsequently experience depression, detrimental to workers' physiological and mental health. In this cross-sectional survey, the authors explored the effect of an 8-week brisk walking program on the fatigue of employees in the hi-tech industry. The participants, from a hi-tech company in northern Taiwan, were randomly assigned to an experimental group (EG; 41 subjects, Mage = 33.34 ± 6.40) or control group (CG; 45 subjects, Mage = 29.40 ± 3.60). Following the 8-week brisk walking program, the EG showed significantly lower scores for subjective fatigue, working motivation, attention, and overall fatigue. The authors confirmed that the 8-week outdoor brisk walking program significantly improved the level of fatigue among employees of the hi-tech industry. The finding serves as an important reference for health authorities in Taiwan and provides awareness of workplace health promotion in the hi-tech industry. © 2015 The Author(s).

State Employee Assistance Programs: Organization and Services.

Science.gov (United States)

Kemp, Donna R.

1985-01-01

Describes a study conducted to determine how many state governments had established employee assistance programs (EAPs). Results concerned how state EAPs are organized, services provided, cost of programs, what dollars or productive benefits were calculated, and what problems have been encountered by state EAPs. (CT)

Fitness in the Workplace: A Corporate Challenge. A Handbook on Employee Programs.

Science.gov (United States)

President's Council on Physical Fitness and Sports, Washington, DC.

This handbook on employee fitness program describes the benefits of developing physical recreation programs in the workplace. Descriptions are offered of various successful programs and their impact on employee health and job performance. (JD)

Starting participation in an employee fitness program: attitudes, social influence, and self-efficacy.

Science.gov (United States)

Lechner, L; De Vries, H

1995-11-01

This article presents a study of the determinants of starting participation in an employee fitness program. Information from 488 employees, recruited from two worksites, was obtained. From these employees the determinants of participation were studied. A questionnaire based on two theoretical models was used. The Stages of Change model was used to measure the health behavior, consisting of precontemplation (no intention to participate), contemplation (considering participation), preparation (intending to participate within a short period), and action (participating in fitness). The possible determinants were measured according to the ASE model, including the attitude toward an employee fitness program, social influence, and self-efficacy expectations. Subjects in action stage were most convinced of the benefits of participation in the employee fitness program and of their own skills to participate in a fitness program. Subjects in precontemplation stage were least convinced of the advantages of participation and had the lowest self-efficacy scores. Subjects in action stage experienced the most social support to participate in the employee fitness program. Health education for employees within industrial fitness programs can be tailored toward their motivational stage. Promotional activities for industrial fitness programs should concentrate on persons in the precontemplation and contemplation stages, since people in these stages are insufficiently convinced of the advantages of a fitness program and expect many problems with regard to their ability to participate in the program.

Texas Employee Health and Fitness Program. An Example of Unique Legislation.

Science.gov (United States)

Haydon, Donald F.; And Others

1986-01-01

The Texas State Employee Health Fitness and Education Act of 1983 enables state agencies and educational institutions to finance employee health and fitness programs. This legislation is discussed and an example of the state-supported program is given. (MT)

A Family Agency's Approach to Providing Employee Assistance Programs in Industry.

Science.gov (United States)

Keohane, Raymond G.; Newman, Carrie E.

1984-01-01

Describes the Employee Services Network (ESN), an employee assistance program developed within the Family and Children's Service of Richmond, Virginia. Demonstrates how a not-for-profit agency can develop, structure, and implement a program of services for the corporate community. (LLL)

Managing problem employees: a model program and practical guide.

Science.gov (United States)

Miller, Laurence

2010-01-01

This article presents a model program for managing problem employees that includes a description ofthe basic types of problem employees and employee problems, as well as practical recommendations for. (1) selection and screening, (2) education and training, (3) coaching and counseling, (4) discipline, (5) psychological fitness-for-duty evaluations, (6) mental health services, (7) termination, and (8) leadership and administrative strategies. Throughout, the emphasis on balancing the need for order and productivity in the workplace with fairness and concern for employee health and well-being.

A Look Inside Corporate Employee Volunteer Programs.

Science.gov (United States)

Benjamin, Ellen J.

2001-01-01

A survey of 15 corporate volunteer program managers found that administration was complicated by limited staff time and lack of clear policies; employee preferences and incentives/rewards had a higher priority than impact on customers and community; feedback on program results was mostly informal; and 73% reported no measurement process. (Contains…

Is there a need for special preventive medical check-ups in employees exposed to experimental animal dust?

Science.gov (United States)

Schmid, Klaus; Jüngert, Barbara; Hager, Meta; Drexler, Hans

2009-02-01

Due to new legal requirements in Germany, the employer must request preventive medical check-ups for activities involving exposure to dust from experimental animals in the rooms in which the animals are kept. The objective is to report our first experiences with these medical check-ups in the context of academic research. The check-ups were carried out since November 2005 and comprised a questionnaire and a medical examination, including a pulmonary function test with whole-body plethysmography. Respiratory, nasal and ocular symptoms related to occupational exposure to animals were documented. Participation in skin prick tests (ubiquitous inhalation allergens and laboratory animal allergens), a bronchial provocation test with methacholine, and serological examinations for total IgE and specific IgE antibodies was voluntary. Data on 132 persons are presented. One hundred and six of these had already been exposed for at least 1 year. Main complaints at the workplace were sneezing and runny nose. Ocular symptoms and bronchial asthma were reported infrequently. The development of at least one of these symptoms occurred in 34% of employees with an exposure of at least 1 year. If the weekly exposure duration was at least 5 h, the proportion of employees with complaints rose to 44.9%. In employees occupationally exposed to mice and rats, work-related complaints occurred in 33.7 and 37.8%, respectively, and sensitisation rates were 12.7 and 16.3%, respectively. Employees with and without complaints differed in history of allergic symptoms, and workplace safety measures. In employees with occupational contact with laboratory animal dust, the frequency of complaints was high. The results confirm the necessity of regular medical check-ups for employees with contact with laboratory animal dust. Nevertheless, the medical check-ups must be part of a prevention strategy including education, engineering controls, administrative controls, use of personal protective equipment and

The influence of worksite and employee variables on employee engagement in telephonic health coaching programs: a retrospective multivariate analysis.

Science.gov (United States)

Grossmeier, Jessica

2013-01-01

This study assessed 11 determinants of health coaching program participation. A cross-sectional study design used secondary data to assess the role of six employee-level and five worksite-level variables on telephone-based coaching enrollment, active participation, and completion. Data was provided by a national provider of worksite health promotion program services for employers. A random sample of 34,291 employees from 52 companies was selected for inclusion in the study. Survey-based measures included age, gender, job type, health risk status, tobacco risk, social support, financial incentives, comprehensive communications, senior leadership support, cultural support, and comprehensive program design. Gender-stratified multivariate logistic regression models were applied using backwards elimination procedures to yield parsimonious prediction models for each of the dependent variables. Employees were more likely to enroll in coaching programs if they were older, female, and in poorer health, and if they were at worksites with fewer environmental supports for health, clear financial incentives for participation in coaching, more comprehensive communications, and more comprehensive programs. Once employees were enrolled, program completion was greater among those who were older, did not use tobacco, worked at a company with strong communications, and had fewer environmental supports for health. Both worksite-level and employee-level factors have significant influences on health coaching engagement, and there are gender differences in the strength of these predictors.

Elements of an Employee Motivation Program

Science.gov (United States)

Ward, Ernest H.

1974-01-01

Ten elements which should be present in an employee motivation program are discussed in the context of achieving increased acceptance of organizational goals. They are: participation, performance measurement, knowledge of results, recognition; attitude measurement, communication, publicity, work assignment, work research, and supervisor motivation…

Tensions of Health: Narratives of Employee Wellness Program Participants.

Science.gov (United States)

Tang, Lu; Baker, Jane S; Meadows, Cui Zhang

2016-09-01

This article examines dialectical tensions in the health narratives of participants of the Employee Wellness Program (EWP) of a large public university in the southeastern United States. Semi-structured interviews (n = 12) with team leaders in the program indicated that health is a multifaceted concept characterized by three pairs of dialectical tensions: autonomy versus connection, private versus public, and control versus lack of control. These findings suggest that to better promote health and wellness in the workplace, EWP staff should consider employees' unique experiences and beliefs about health when designing organization-wide programs and campaigns. © 2016 The Author(s).

Roadmap to a Sustainable Structured Trusted Employee Program

Energy Technology Data Exchange (ETDEWEB)

Coates, Cameron W [ORNL; Eisele, Gerhard R [ORNL

2013-08-01

Organizations (facility, regulatory agency, or country) have a compelling interest in ensuring that individuals who occupy sensitive positions affording access to chemical biological, radiological and nuclear (CBRN) materials facilities and programs are functioning at their highest level of reliability. Human reliability and human performance relate not only to security but also focus on safety. Reliability has a logical and direct relationship to trustworthiness for the organization is placing trust in their employees to conduct themselves in a secure, safe, and dependable manner. This document focuses on providing an organization with a roadmap to implementing a successful and sustainable Structured Trusted Employee Program (STEP).

Applying the chronic care model to an employee benefits program: a qualitative inquiry.

Science.gov (United States)

Schauer, Gillian L; Wilson, Mark; Barrett, Barbara; Honeycutt, Sally; Hermstad, April K; Kegler, Michelle C

2013-12-01

To assess how employee benefits programs may strengthen and/or complement elements of the chronic care model (CCM), a framework used by health systems to improve chronic illness care. A qualitative inquiry consisting of semi-structured interviews with employee benefit administrators and partners from a self-insured, self-administered employee health benefits program was conducted at a large family-owned business in southwest Georgia. Results indicate that the employer adapted and used many health system-related elements of the CCM in the design of their benefit program. Data also suggest that the employee benefits program contributed to self-management skills and to informing and activating patients to interact with the health system. Findings suggest that employee benefits programs can use aspects of the CCM in their own benefit design, and can structure their benefits to contribute to patient-related elements from the CCM.

General Employee Radiological Training and Radiological Worker Training: Program management manual

International Nuclear Information System (INIS)

1992-10-01

This manual defines and describes the DOE General Employee Radiological Training (GERT) and Radiological Worker I and II (RW I and II) Training programs. It includes material development requirements, standards and policies, and program administration. This manual applies to General Employee Radiological Training and Radiological Worker Training at all DOE contractor sites. The training materials of both GERT and RW I and II training reflect the requirements identified in the DOE Radiological Control Manual and DOE Order 5480.11. The training programs represent the minimum requirement for the standardized core materials. Each contractor shall implement the program in its entirety and may augment the standardized core materials to increase the general employee and radiological worker level of competency

Physical Activity for Campus Employees: A University Worksite Wellness Program.

Science.gov (United States)

Butler, Carling E; Clark, B Ruth; Burlis, Tamara L; Castillo, Jacqueline C; Racette, Susan B

2015-04-01

Workplaces provide ideal environments for wellness programming. The purpose of this study was to explore exercise self-efficacy among university employees and the effects of a worksite wellness program on physical activity, cardiorespiratory fitness, and cardiovascular disease (CVD) risk factors. Participants included 121 university employees (85% female). The worksite wellness program included cardiovascular health assessments, personal health reports, 8 weeks of pedometer-based walking and tracking activities, and weekly wellness sessions. Daily step count was assessed at baseline, Week 4, and Week 8. Exercise self-efficacy and CVD risk factors were evaluated at baseline and follow-up. Daily step count increased from 6566 ± 258 (LSM ± SE) at baseline to 8605 ± 356 at Week 4 and 9107 ± 388 at Week 8 (P physical activity, cardiorespiratory fitness, and CVD risk factors among university employees. Exercise barriers and outcome expectations were identified and have implications for future worksite wellness programming.

The Power of Peers in Employee Assistance: A Unique Program for a Community College.

Science.gov (United States)

Hills, Marcia D.; And Others

1989-01-01

Describes the Red Deer College employee assistance program "Resources for Employee Assistance, Counselling and Health (REACH)" which has moved beyond this traditional approach to become an autonomous program run by employees for employees. Notes REACH is concerned with job performance and coping skills that contribute to individual and…

Employee assistance programs in the hospital industry.

Science.gov (United States)

Howard, J C; Szczerbacki, D

1988-01-01

The health care literature describes the industry's need for employee assistance programs (EAPs). New research results show the degree to which EAPs are used in the industry and ways to determine their success.

Health insurers promoting employee wellness: strategies, program components and results.

Science.gov (United States)

Murphy, Brigid M; Schoenman, Julie A; Pirani, Hafiza

2010-01-01

To examine health insurance companies' role in employee wellness. Case studies of eight insurers. Wellness activities in work, clinical, online, and telephonic settings. Senior executives and wellness program leaders from Blue Cross Blue Shield health insurers and from one wellness organization. Telephone interviews with 20 informants. Health insurers were engaged in wellness as part of their mission to promote health and reduce health care costs. Program components included the following: education, health risk assessments, incentives, coaching, environmental consultation, targeted programming, onsite biometric screening, professional support, and full-time wellness staff. Programs relied almost exclusively on positive incentives to encourage participation. Results included participation rates as high as 90%, return on investment ranging from $1.09 to $1.65, and improved health outcomes. Health insurers have expertise in developing, implementing, and marketing health programs and have wide access to employers and their employees' health data. These capabilities make health insurers particularly well equipped to expand the reach of wellness programming to improve the health of many Americans. By coupling members' medical data with wellness-program data, health insurers can better understand an individual's health status to develop and deliver targeted interventions. Through program evaluation, health insurers can also contribute to the limited but growing evidence base on employee wellness programs.

Employee assistance programs in the new millennium.

Science.gov (United States)

Masi, Dale A

2005-01-01

This article presents an overall view of Employee Assistance Programs (EAPs). Beginning with the history, this article describes various models and essential ingredients of EAPs. It then discusses current trends including integration with Work/Life, web-based services, EAP accreditation, and the growth of international programs. Several issues are discussed including the need for licensing done nationally rather than by states and the effect the lack of substance abuse and brief counseling education has had on the delivery of EAP services. Future directions for EAPs emphasize the importance of quality assurance and the development of performance measurements, performance guarantees, and outcome measurements. The formation of the Alliance for Employee Assistance Advancement, an organization of organizations, completes the description and shows a new direction for EAPs in the next millennium.

EAP: Employee Assistance Programs in the Public Schools. Reference & Resource Series.

Science.gov (United States)

Hacker, Carol

Employee assistance programs (EAP's) have been set up by many businesses and organizations to help employees resolve their personal problems so they can maintain or resume an acceptable job performance level. So far, only a few public school districts have considered or implemented such programs. This monograph examines EAP's in general and…

[Patterns of utilization of external employee assistance program--analysis of employees who have their psychiatrists].

Science.gov (United States)

Ito, H; Fujii, K; Sasaki, Y

1998-01-01

The purpose of this paper is to clarify some patterns of utilization of an external employee assistance program (EAP) we have conducted for other public and private facilities in the Tokyo Kenbikyoin Foundation between April, 1986 and December, 1996. The subjects were 26 men and 12 women in 7 facilities under the following conditions: (1) Employees who have already had their own psychiatrists at the first interview of the external EAP; (2) Facilities utilize the EAP for two or more employees who met the first criterion. As a result, utilization patterns differed depending on medical staff's attitude toward the external EAP. There was a significant difference according to sex. The rate for men was 54% in worksites where medical staff understood this external program (worksite A1) and 93% in worksites where they did not (worksite A2-3, B). As to expectations for the program, there were more consultations for organizational measurements (63%) in worksite A1, while less organizational matters (27%) and more personal complains about their psychiatrists in the worksite A2-3, and B. These results suggest that the involvement of medical staff is the key to utilizing the external EAP effectively.

Employee Assistance Program Issues

Science.gov (United States)

Gettleman, Alan G.; McGuire, William

1999-01-01

Employee Assistance Program (EAP) officers, as well as personnel in other disciplines from eight NASA Centers, attended this breakout session. Ms. Brenda Blair, MA, CEAP, a guest speaker at the conference, also attended as a consultant. Representatives from the NASA Centers introduced themselves and spoke briefly about their programs. In a discussion related to the conference theme on benchmarking, quality control issues within the EAP community and adequate documentation of cases were addressed. Disposition and provision for quality assurance checks for EAP providers in single person offices were also discussed. Ms. Blair presented methods for consulting with other NASA personnel in single person EAP offices as a quality control measure. EAP intervention in critical incidents was discussed. The question of whether EAP assistance is an asset or a potential liability in those situations was addressed. Suggestions were made of topics for future EAP video-teleconference topics. A program on EAP ethics was planned for a September video teleconference. Each person was asked to provide intake forms they use to Mr. Gettleman or Ms. Blair. Ms. Blair said she would review the forms to ensure that adequate notification is provided to the client for confidentiality. She would also review them to ensure they have adequate limits of confidentiality--a topic for future video teleconferencing. Mr. Gettleman described the NASA initiative to reduce stresses in the workplace, and the activities of an ad-hoc EAP group that will make recommendations to NASA senior management. Alternative training methods were discussed for reaching target audiences such as employees at risk, supervisors, and others. Pfc. David A. Pendleton, Victim Assistance Coordinator, U.S. Capitol Police. U.S. House of Representatives made a special presentation. Pfc. Pendleton was on duty during the tragic shooting of two Federal guards at the U.S. Capitol. He related the events immediately after the incident. He

Delaware's Wellness Program: Motivating Employees Improves Health and Saves Money.

Science.gov (United States)

Davis, Jennifer J J

2008-09-01

Every year, employers around the country evaluate their company benefits package in the hopes of finding a solution to the ever-rising cost of health insurance premiums. For many business executives, the only logical choice is to pass along those costs to the employee. As an employer, our goal in Delaware has always been to come up with innovative solutions to drive down the cost of health insurance premiums while encouraging our employees to take responsibility for their own health and wellness by living a healthy and active lifestyle, and provide them with the necessary tools. The DelaWELL program (N = 68,000) was launched in 2007, after being tested in initial (N = 100) and expanded (N = 1500) pilot programs from 2004 to 2006 in which 3 similar groups were compared before and after the pilot. Employee health risk assessment, education, and incentives provided employees the necessary tools we had assumed would help them make healthier lifestyle choices. In the first pilot, fewer emergency department visits and lower blood pressure levels resulted in direct savings of more than $62,000. In the expanded pilot, in all 3 groups blood pressure was significantly reduced (P employees participating in DelaWELL had a combined weight loss of 5162 lb. Decision makers in the State of Delaware have come up with an innovative solution to controlling costs while offering employees an attractive benefits package. The savings from its employee benefit program have allowed the state to pass along the savings to employees by maintaining employee-paid health insurance contributions at the same level for the past 3 years. DelaWELL has already confirmed our motto, "Although it may seem an unusual business investment to pay for healthcare before the need arises, in Delaware we concluded that this makes perfect sense." This promising approach to improving health and reducing healthcare costs could potentially be applied to other employer groups.

Delaware's Wellness Program: Motivating Employees Improves Health and Saves Money

Science.gov (United States)

Davis, Jennifer “J. J.”

2008-01-01

Background Every year, employers around the country evaluate their company benefits package in the hopes of finding a solution to the ever-rising cost of health insurance premiums. For many business executives, the only logical choice is to pass along those costs to the employee. Objectives As an employer, our goal in Delaware has always been to come up with innovative solutions to drive down the cost of health insurance premiums while encouraging our employees to take responsibility for their own health and wellness by living a healthy and active lifestyle, and provide them with the necessary tools. Methods The DelaWELL program (N = 68,000) was launched in 2007, after being tested in initial (N = 100) and expanded (N = 1500) pilot programs from 2004 to 2006 in which 3 similar groups were compared before and after the pilot. Employee health risk assessment, education, and incentives provided employees the necessary tools we had assumed would help them make healthier lifestyle choices. Results In the first pilot, fewer emergency department visits and lower blood pressure levels resulted in direct savings of more than $62,000. In the expanded pilot, in all 3 groups blood pressure was significantly reduced (P employees participating in DelaWELL had a combined weight loss of 5162 lb. Conclusions Decision makers in the State of Delaware have come up with an innovative solution to controlling costs while offering employees an attractive benefits package. The savings from its employee benefit program have allowed the state to pass along the savings to employees by maintaining employee-paid health insurance contributions at the same level for the past 3 years. DelaWELL has already confirmed our motto, “Although it may seem an unusual business investment to pay for healthcare before the need arises, in Delaware we concluded that this makes perfect sense.” This promising approach to improving health and reducing healthcare costs could potentially be applied to other

A Report of Employee Assistance Programs.

Science.gov (United States)

Saint Louis Public Schools, MO.

The evaluation of employee assistance program (EAP) providers was designed to provide information necessary to the selection of an EAP provider for the Saint Louis Public Schools, Missouri. The most widely recognized functions of an EAP are to provide a confidential consultation to individuals with personal problems and to serve as a management…

Information Management and Employee Assistance Program Imperatives.

Science.gov (United States)

Bickerton, Richard

1987-01-01

The ALMACA Clearinghouse for Employee Assistance Program (EAP) Information collects and disseminates EAP-specific data to provide subscribers with information to maintain their own competence and to improve upon the understanding and use of EAP practices and procedures. (JOW)

78 FR 77366 - Federal Employee Dental and Vision Insurance Program; Qualifying Life Event Amendments

Science.gov (United States)

2013-12-23

... the Federal Employees Health Benefits (FEHB) Program. DATES: Comment date: Comments are due on or... enrollment status under the Federal Employee Dental and Vision Insurance Program. OPM is proposing these... for FEDVIP enrollment changes and therefore better align FEDVIP with the Federal Employees Health...

Perceptions of Employees and Supervisors of a Skills Training Program

Science.gov (United States)

Calcavecchi, Lincoln Todd

2018-01-01

Organizational leaders know that training improves worker performance, but training is often initiated without considering employees' work task requirements. This instrumental case study was conducted to understand the perceptions of employees who completed a skills training program and those of supervisors. The conceptual framework was andragogy,…

Access to Employee Wellness Programs and Use of Preventive Care Services Among U.S. Adults.

Science.gov (United States)

Isehunwa, Oluwaseyi O; Carlton, Erik L; Wang, Yang; Jiang, Yu; Kedia, Satish; Chang, Cyril F; Fijabi, Daniel; Bhuyan, Soumitra S

2017-12-01

There is little research at the national level on access to employee wellness programs and the use of preventive care services. This study examined the use of seven preventive care services among U.S working adults with access to employee wellness programs. The study population comprised 17,699 working adults aged ≥18 years, obtained from the 2015 National Health Interview Survey. Multivariate logistic regression models examined the relationship between access to employee wellness programs and use of seven preventive care services: influenza vaccination, blood pressure check, diabetes check, cholesterol check, Pap smear test, mammogram, and colon cancer screening. Data analysis began in Fall 2016. Overall, 46.6% of working adults reported having access to employee wellness programs in 2015. Working adults with access to employee wellness programs had higher odds of receiving influenza vaccination (OR=1.57, 95% CI=1.43, 1.72, pemployee wellness programs and the use of Pap smear test and colon cancer screening services. Using a nationally representative sample of individuals, this study found a positive association between access to employee wellness programs and the use of preventive care services. The results support favorable policies to encourage implementing wellness programs in all worksites, especially those with employees. Copyright © 2017 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights reserved.

Employee assistance programs: an employer's guide to emerging liability issues.

Science.gov (United States)

Parliman, G C; Edwards, E L

1992-01-01

Increasing numbers of employers are implementing employee assistance programs (EAPs) designed to assist employees with personal issues that affect their work performance. Studies show that EAPs can dramatically increase employee productivity, but the benefits from EAPs have been accompanied by a less welcome development: lawsuits filed against employers by employees who allege that they suffered harm in the course of obtaining services through their employers' EAPs. Although the potential for liability will always exist, the employer that adheres to certain guidelines will be able to minimize its risk and make its EAP well worth the investment.

Employee Orientation: A Process, Not a Program.

Science.gov (United States)

Zemke, Ron

1989-01-01

No or poor orientation can reduce new employees' effectiveness and contribute to dissatisfaction and turnover, costing the company money. The orientation programs of large companies such as Disney, Texas Instruments, and Corning Glass are successful due to high expectations, supervisor and senior management involvement, anxiety reduction, and…

Federal Employees Health Benefits Program (FEHBP) Plan Information

Data.gov (United States)

Office of Personnel Management — A list of all Federal Employees Health Benefits Program (FEHBP) plans available in each state, as well as links to the plan brochures, changes for each plan from the...

76 FR 31998 - Federal Employees Health Benefits Program: Medically Underserved Areas for 2012

Science.gov (United States)

2011-06-02

... OFFICE OF PERSONNEL MANAGEMENT Federal Employees Health Benefits Program: Medically Underserved... Underserved Areas under the Federal Employees Health Benefits (FEHB) Program for calendar year 2012. This is... certain FEHB plans who receive covered health services in States with critical shortages of primary care...

75 FR 32972 - Federal Employees Health Benefits Program; Medically Underserved Areas for 2011

Science.gov (United States)

2010-06-10

... OFFICE OF PERSONNEL MANAGEMENT Federal Employees Health Benefits Program; Medically Underserved... Underserved Areas under the Federal Employees Health Benefits (FEHB) Program for calendar year 2011. This is... certain FEHB plans who receive covered health services in States with critical shortages of primary care...

78 FR 4478 - Federal Employees Dental and Vision Insurance Program: Application Process for Contract Awards

Science.gov (United States)

2013-01-22

... process is being changed to be in line with the process used for the Federal Employees Health Benefits... OFFICE OF PERSONNEL MANAGEMENT Federal Employees Dental and Vision Insurance Program: Application... Process for Federal Employees Dental and Vision Insurance Program Contract Awards. SUMMARY: The U. S...

Employee assistance programs in the upstream petroleum industry

International Nuclear Information System (INIS)

Crutcher, R.A.; Yip, R.Y.; Young, M.R.

1991-01-01

This paper is a descriptive overview of Employee Assistance Programs (EAPs) in the upstream Canadian petroleum industry. The authors review current EAP models within the occupational health setting and the Canadian health care context. This article also explores the challenging issues of EAP's emergent functions in workplace substance abuse programs, its changing role in organizational effectiveness and its professional identity

Employee assistance programs: a worldwide perspective.

Science.gov (United States)

Burgess, K M; O'Donnell, W J; Bennett, A A; von Vietinghoff-Scheel, K

1997-08-01

Once limited to U.S. corporations, employee assistance programs (EAPs) are now spreading around the world. The authors review global EAP trends and identify similarities and differences among EAPs in North America, Europe, Central and South America, the Asia-Pacific region, and the Caribbean. Through affiliations between international professional associations and services to multinational corporations, the EAP field is quietly creating globalized behavioral health services.

The impact of a quality improvement program on employee satisfaction in an academic microsystem.

Science.gov (United States)

Varkey, Prathibha; Karlapudi, Sudhakar P; Hensrud, Donald D

2008-01-01

Quality improvement is a potential method to enhance employee satisfaction. This study describes the impact of a program instituted to enhance employee satisfaction using the principles of high-performing microsystems. A shared leadership committee, participatory meetings, suggestion boxes, and quality improvement projects were implemented as part of the program. A follow-up survey 1 year after implementation of the program demonstrated an increase in employee perception of the division's desire to improve service (16%), opportunities to expand skills (17%), involvement in work decisions (25%), and the institution's interest in employee well-being (17%). Key drivers of discretionary effort (4 of 5), job satisfaction (2 of 6), and overall satisfaction (1 of 8) with the institution showed statistically significant improvement in the study division as compared with the other divisions in which no such program was implemented. Further research is needed to study systems changes that enhance employee satisfaction and their impact on patient and financial outcomes.

Employee Fitness Programs: Exploring Relationships between Perceived Organizational Support toward Employee Fitness and Organizational Sustainability Performance

Directory of Open Access Journals (Sweden)

Zhe Wang

2018-06-01

Full Text Available This study investigates the influence of employee fitness programs on organizational sustainability performance from the perspective of organizational support as perceived by employees. Organizational sustainability performance was specified as a second-order factor, which was affected by three first-order factors: financial performance, social performance, and environmental performance. A snowball sampling method was employed to conduct an online survey of working adults in Shanghai to test the proposed hypotheses. Results show that perceived organizational support toward employee fitness has a positive and significant effect on organizational sustainability performance, and the positive effect is mediated by job satisfaction and organizational commitment. This study also provides theoretical and managerial implications.

2003 Employee Attitude Survey: Analysis of Employee Comments

Science.gov (United States)

2005-06-01

171 --- Reporting Allegations Abuse of MWE Complaint Process (Excessive Complaints) 191 --- Satisfaction with Employee Assistance Program ( EAP ) 251...Satisfaction with Employee Assistance Program ( EAP ) --------------------------------------- General Comments about FAA Policies, Practices, and...contracting; understaffing; FAA policies, practices, and programs ; encouraging hard work; management concern for employees ; promotion equity; comments

Computerized classification of auditory trauma: Results of an investigation on screening employees exposed to noise

Science.gov (United States)

Klockhoff, I.

1977-01-01

An automatic, computerized method was developed to classify results from a screening of employees exposed to noise, resulting in a fast and effective method of identifying and taking measures against auditory trauma. This technique also satisfies the urgent need for quick discovery of cases which deserve compensation in accordance with the Law on Industrial Accident Insurance. Unfortunately, use of this method increases the burden on the already overloaded investigatory resources of the auditory health care system.

Employee Assistance: Policies and Programs. Pamphlet Series.

Science.gov (United States)

Milgram, Gail Gleason

Approximately six to eight percent of the nation's workers have problems which affect their job performance; without assistance, these problems become worse, affect others, and may have serious consequences to the employer as well. The Employee Assistance Program (EAP) is a pragmatic but compassionate attempt to improve performance by constructing…

Reductions in employee productivity impairment observed after implementation of web-based worksite health promotion programs.

Science.gov (United States)

Silberman, Jordan; Schwartz, Steven; Giuseffi, Danielle L; Wang, Chun; Nevedal, Dana; Bedrosian, Richard

2011-12-01

To assess changes in employee productivity impairment observed after the implementation of several Web-based health promotion programs. Health risk assessments and self-report measures of productivity impairment were administered on-line to more than 43,000 participants of Web-based health promotion programs. Reductions in productivity impairment were observed after 1 month of program utilization. Productivity impairment at 90- and 180-day follow-ups also decreased relative to baseline. Improvements in employee health were associated with reductions in employee productivity impairment. The use of Web-based health promotion programs was associated with reductions in productivity impairment and improvements in employee health. After the implementation of Web-based health promotion programs, reductions in productivity impairment may be observed before reductions in direct health care costs.

Çalışan Destek Programları (Employee Assistance Programs)

OpenAIRE

Ceren ALTUNTAŞ

2010-01-01

Employee Assistance Programs (EAP) are initiatives that were established in the USA with the aim of solving the personal issues of employees who have alcoholism problems. The basis behind this act is to win the problematic but experienced personnel back through professional care. As the range of EAPs widen within years, these programs started to be adopted by other countries as well. In this study, literature about the definition, procedures, coverage areas and the evaluation of EAPs is analy...

Role of the employee assistance program in helping the troubled worker.

Science.gov (United States)

Fitzgerald, S T; Hammond, S C; Harder, K A

1989-01-01

The worksite has been identified as the most logical setting for providing primary preventive health care efforts that will reduce health care costs. Hazeldon Research Services in their review entitled, "The Cost-Impact of Employee Assistance and Chemical Dependency Treatment Programs," concluded that a significant savings for organizations has been demonstrated by EAP treatment programs. This group also concluded that work remains for service providers, the community, industry, and government to identify the balance between reasonable costs and quality of care. Roman has found that EAPs are becoming more acceptable to management as a means of addressing a broad range of employee problems. In addition, Roman has found that there is recognition by management that many employees have problems that affect job performance. Such problems may include substance abuse, relationship difficulties, absenteeism, and burnout. EAP services have evolved from occupational alcoholism programs to include a broad array of services, and they can be scaled to fit the size and needs of a particular company. Even if only limited services are offered, the EAP must adhere to high standards. Competent employee evaluation and appropriate referrals are necessary in EAPs with even the smallest of scopes.

Evaluating employee assistance programs. A review of methods, outcomes, and future directions.

Science.gov (United States)

Jerrell, J M; Rightmyer, J F

1982-01-01

Renewed interest in assisting troubled employees has led to an upsurge in the development of employee assistance programs, coupled with demands for demonstrable effectiveness. This review examines the nature and scope of these programs, their administrative and methodological context, and the types and outcomes of evaluation studies conducted thus far. Proposals for improving future investigations through a number of different approaches and strategies are then made.

Impact of Employee Assistance Programs on Substance Abusers and Workplace Safety

Science.gov (United States)

Elliott, Karen; Shelley, Kyna

2005-01-01

Businesses have dealt with substance abuse in different ways. Some organizations have established Employee Assistance Programs (EAPs) to address these problems. One large national company chose to fire employees with positive drug screens, offer them EAP services, and then consider them for rehire after treatment. A study of performance records…

The Effectiveness of Employee Assistance Program Supervisor Training: An Experimental Study.

Science.gov (United States)

Schneider, Robert J.; Colan, Neil B.

1992-01-01

A total of 291 supervisors were assigned to 3 groups (in-house training, external training, no training) for training in management of troubled employees. Both forms of training were effective in improving supervisors' knowledge of employee assistance programs. Supervisory training was best viewed as a process, not a single event. (SK)

The Continuing Education and Renewal of Employee Assistance Program Counselors.

Science.gov (United States)

Beale, Andrew V.

1984-01-01

Surveyed 65 Virginia employee assistance program counselors to assess their continuing education needs. Results showed 86 percent of the respondents would participate in formal continuing education programs if they were available. Preferences emphasized prevention and intervention rather than assessment and referral. (JAC)

The Role of Managers in Employee Wellness Programs: A Mixed-Methods Study.

Science.gov (United States)

Passey, Deborah G; Hammerback, Kristen; Huff, Aaron; Harris, Jeffrey R; Hannon, Peggy A

2018-01-01

The purpose of this study is to evaluate managers' barriers and facilitators to supporting employee participation in the Washington State Wellness program. Exploratory sequential mixed methods. Four Washington State agencies located in Olympia and Tumwater, Washington. State employees in management positions (executive, middle, and line), whose job includes supervision of subordinates and responsibility for the performance and conduct of a subunit or group. We interviewed 23 managers and then used the results to create a survey that was fielded to all managers at the 4 agencies. The survey response rate was 65% (n = 607/935). We used qualitative coding techniques to analyze interview transcripts and descriptive statistics to summarize survey data. We used the Total Worker Health framework to organize our findings and conclusions. Managers support the wellness program, but they also face challenges with accommodating employees' participation due to workload, scheduling inflexibility, and self-efficacy to discuss wellness with direct reports. About half the managers receive support from the manager above them, and most have not received training on the wellness program. Our findings point to several strategies that can strengthen managers' role in supporting the wellness program: the provision of training, targeted messages, formal expectations, and encouragement (from the manager above) to support employees' participation.

Employee Fitness and Wellness Programs in the Workplace.

Science.gov (United States)

Gebhardt, Deborah L.; Crump, Carolyn E.

1990-01-01

Reviews literature on worksite fitness and health promotion programs. Examines their impact on employees and the sponsoring organization. Discusses beneficial effects such as increased fitness, and reduction in health care costs, risk factors of heart disease, absenteeism, and turnover. Addresses issues related to participation rates, program…

The effect of Employee Assistance Programs use on healthcare utilization.

OpenAIRE

Zarkin, G A; Bray, J W; Qi, J

2000-01-01

OBJECTIVE: To estimate the effect of Employee Assistance Program (EAP) use on healthcare utilization as measured by health claims. DATA SOURCES: A unique data set that combines individual-level information on EAP utilization, demographic information, and health insurance claims from 1991 to 1995 for all employees of a large midwestern employer. STUDY DESIGN: Using "fixed-effect" econometric models that control for unobserved differences between individuals' propensities to use healthcare reso...

Employee assistance programs, drug testing, and workplace injury.

Science.gov (United States)

Waehrer, Geetha M; Miller, Ted R; Hendrie, Delia; Galvin, Deborah M

2016-06-01

Little is known about the effects of employee assistance programs (EAPs) on occupational injuries. Multivariate regressions probed a unique data set that linked establishment information about workplace anti-drug programs in 1988 with occupational injury rates for 1405 establishments. EAPs were associated with a significant reduction in both no-lost-work and lost-work injuries, especially in the manufacturing and transportation, communication and public utilities industries (TCPU). Lost-work injuries were more responsive to specific EAP characteristics, with lower rates associated with EAPs staffed by company employees (most likely onsite). Telephone hotline services were associated with reduced rates of lost-work injuries in manufacturing and TCPU. Drug testing was associated with reductions in the rate of minor injuries with no lost work, but had no significant relationship with lost-work injuries. This associational study suggests that EAPs, especially ones that are company-staffed and ones that include telephone hotlines, may prevent workplace injuries. Copyright © 2016. Published by Elsevier Ltd.

Communicating with the workforce during emergencies: developing an employee text messaging program in a local public health setting.

Science.gov (United States)

Karasz, Hilary N; Bogan, Sharon; Bosslet, Lindsay

2014-01-01

Short message service (SMS) text messaging can be useful for communicating information to public health employees and improving workforce situational awareness during emergencies. We sought to understand how the 1,500 employees at Public Health--Seattle & King County, Washington, perceived barriers to and benefits of participation in a voluntary, employer-based SMS program. Based on employee feedback, we developed the system, marketed it, and invited employees to opt in. The system was tested during an ice storm in January 2012. Employee concerns about opting into an SMS program included possible work encroachment during non-work time and receiving excessive irrelevant messages. Employees who received messages during the weather event reported high levels of satisfaction and perceived utility from the program. We conclude that text messaging is a feasible form of communication with employees during emergencies. Care should be taken to design and deploy a program that maximizes employee satisfaction.

Effect of organization-level variables on differential employee participation in 10 federal worksite health promotion programs.

Science.gov (United States)

Crump, C E; Earp, J A; Kozma, C M; Hertz-Picciotto, I

1996-05-01

Guided by a conceptual model, the authors used both qualitative data (e.g., individual interviews, focus groups) and quantitative data from an employee survey (N = 3,388) in 10 federal agencies to investigate whether organization context and implementation process affected participation in worksite health promotion and disease prevention (HPDP) activities among demographic subgroups. Overall, employees on average participated in fewer than two agency-supported health-related activities per year (17% in fitness, 40% in health risk assessment activities). Employees participated more where coworkers endorsed such programs. Minority employees and employees in lower level positions were more likely to participate in fitness activities when organizations had a more comprehensive program structure, engaged in more marketing strategies, gave time off to employees to participate, or had on-site facilities. Management support for the program was related to participation by employees who were male, white, and had upper level positions. The data supported the proposed model; also confirmed was two predicted relationships between model constructs, which provided a better understanding of differential participation by employee groups.

5 CFR 792.217 - Are part-time Federal employees eligible for the child care subsidy program?

Science.gov (United States)

2010-01-01

... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Are part-time Federal employees eligible... the Child Care Subsidy Program Legislation and to Whom Does It Apply? § 792.217 Are part-time Federal employees eligible for the child care subsidy program? Federal employees who work part-time are eligible for...

Relationship between Physical Inactivity and Health Characteristics among Participants in an Employee Wellness Program

Science.gov (United States)

Birdee, Gurjeet S.; Byrne, Daniel W.; McGown, Paula W.; Rothman, Russell L.; Rolando, Lori A.; Holmes, Marilyn C.; Yarbrough, Mary I.

2013-01-01

Objective To characterize factors associated with physical inactivity among employees with access to workplace wellness program. Methods We examined data on physical inactivity, defined as exercise less than once a week, from the 2010 health risk assessment (HRA) completed by employees at a major academic institution (n=16,976). Results Among employees, 18% individuals reported physical activity less than once a week. Individuals who were physically inactive as compared with physically active reported higher prevalence of cardiovascular diseases (AOR 1.36 [1.23–1.51], fair or poor health status (AOR 3.52 [2.97–4.17]) and absenteeism from work (AOR 1.59 [1.41–1.79]). Overall, physically inactive employees as compared to physically active employees reported more interest in health education programs. Conclusions Future research is needed to address barriers to physical inactivity to improve employee wellness and potentially lower health utility costs. PMID:23618884

Professional pilots' views of alcohol use in aviation and the effectiveness of employee-assistance programs.

Science.gov (United States)

Ross, S M; Ross, L E

1995-01-01

Pilots holding the Airline Transport Pilot certificate were surveyed about the seriousness of the alcohol problem in various areas of aviation and about the importance of a number of possible reasons why a pilot might drink and fly. They also rated a number of actions in terms of their potential effectiveness for reducing inappropriate alcohol use, and they evaluated a number of characteristics of employee-assistance programs. Respondents judged employee-assistance programs to be the best way to reduce problem drinking. They also identified areas in which currently available employee-assistance programs could be improved.

Impact of a disability management program on employee productivity in a petrochemical company.

Science.gov (United States)

Skisak, Christopher M; Bhojani, Faiyaz; Tsai, Shan P

2006-05-01

An inhouse disability management program was implemented to reduce nonoccupational absences in a petrochemical corporation. The program was administered by full-time certified, corporate-based case managers and nine manufacturing location nurses. Employees were required to report all absences on the first day and again on the fourth workday of absence. A medical certification form was required for absences of 4 or more working days. Extended absences were actively managed. An Internet-based case management tool, Medgate, was used as a primary management tool. Results were compared with the previous year among the target population and with company business units not participating in the program. The program resulted in a 10% reduction in total absence days per employee (6.9 to 6.2) compared with the previous year, whereas business units not using the program had an 8% increase (5.5 to 5.9). This disability management program resulted in a more than four to one return on investment based on direct expenditures and cost savings in terms of reduced absence days. The inhouse disability management program was successful by absence duration, employee satisfaction, and return on investment criteria.

Employee Perceptions of Workplace Health Promotion Programs: Comparison of a Tailored, Semi-Tailored, and Standardized Approach.

Science.gov (United States)

Street, Tamara D; Lacey, Sarah J

2018-04-28

In the design of workplace health promotion programs (WHPPs), employee perceptions represent an integral variable which is predicted to translate into rate of user engagement (i.e., participation) and program loyalty. This study evaluated employee perceptions of three workplace health programs promoting nutritional consumption and physical activity. Programs included: (1) an individually tailored consultation with an exercise physiologist and dietitian; (2) a semi-tailored 12-week SMS health message program; and (3) a standardized group workshop delivered by an expert. Participating employees from a transport company completed program evaluation surveys rating the overall program, affect, and utility of: consultations ( n = 19); SMS program ( n = 234); and workshops ( n = 86). Overall, participants’ affect and utility evaluations were positive for all programs, with the greatest satisfaction being reported in the tailored individual consultation and standardized group workshop conditions. Furthermore, mode of delivery and the physical presence of an expert health practitioner was more influential than the degree to which the information was tailored to the individual. Thus, the synergy in ratings between individually tailored consultations and standardized group workshops indicates that low-cost delivery health programs may be as appealing to employees as tailored, and comparatively high-cost, program options.

Policy, environment, and worksite fitness program participation among financial enterprise employees in Taiwan.

Science.gov (United States)

Huang, Sheu-Jen; Hung, Wen-Chi

2016-06-01

This study explored the intertwined effects between the policies and regulations of the companies and personal background on participation in the physical fitness programs and leisure-time activities in financial enterprises. A total of 823 employees were selected as the sample with the multilevel stratification random-sampling technique. The response rate was 52.0%. Data were analyzed with descriptive statistics and hierarchical linear logistic regression. Thirty-two percent and 39% of the employees participated in the physical fitness programs and leisure-time activities, respectively. The factors affecting participation were categorized into intrapersonal factors, interpersonal processes, and primary groups, as well as institutional factors. In the interpersonal processes and primary groups level, higher family social support, more equipment in health promotion was associated with more participation in the programs. With the influence from the institutional level, it was found that health promotion policy amplified the relationship between employees' age and participation, but attenuated the relationship between education level and participation. Health promotion equipment in the institutes attenuated the relationship between colleague social support, family social support, and education level with program participation. Physical activity equipment in the community attenuated the relationship between family social support and program participation. The influential factors of social support and worksite environment could predict the employees' participation in the physical fitness programs and leisure-time physical activities. Health promotion policy and equipment attenuated the negative effects of nonparticipation as well as amplified the positive effects of participation.

UMTRA project office federal employee occupational safety and health program plan

International Nuclear Information System (INIS)

1994-06-01

This document establishes the Federal Employee Occupational Safety and Health (FEOSH) Program for the US Department of Energy (DOE) Uranium Mill Tailings Remedial Action (UMTRA) Project Office. This program will ensure compliance with applicable requirements of DOE Order 3790.1B and DOE Albuquerque Operations Office (AL) Order 3790.lA. FEOSH Program responsibilities delegated by the DOE-AL to the UMTRA Project Office by AL Order 3790.1A also are assigned. The UMTRA Project Office has developed the UMTRA Project Environmental, Safety, and Health (ES ampersand H) Plan (DOE, 1992), which establishes the basic programmatic ES ampersand H requirements for all participants on the UMTRA Project. The ES ampersand H plan is designed primarily to cover remedial action activities at UMTRA sites and defines the ES ampersand H responsibilities of both the UMTRA Project Office and its contractors. The UMTRA FEOSH Program described herein is a subset of the overall UMTRA ES ampersand H program and covers only federal employees working on the UMTRA Project

Workplace Charging Challenge Mid-Program Review: Employees Plug In

Energy Technology Data Exchange (ETDEWEB)

None, None

2015-12-31

The EV Everywhere Workplace Charging Challenge aims to have 500 U.S. employers offering workplace charging by 2018. These reports describe the progress made in the Challenge. In 2015, the Workplace Charging Challenge celebrated a major milestone – it reached the halfway point to its goal of 500 Challenge partners committed to installing workplace charging by 2018. More than 250 employers have joined as Challenge partners and the installation of workplace charging as a sustainable business practice is growing across the country. Their efforts have resulted in more than 600 workplaces with over 5,500 charging stations accessible to nearly one million employees. In 2015, more than 9,000 PEV-driving employees charged at these worksites on a regular basis. Our Workplace Charging Challenge Mid-Program Review reports this progress and other statistics related to workplace charging, including employee satisfaction and charger usage.

77 FR 43127 - Federal Employees Health Benefits Program: Medically Underserved Areas for 2013

Science.gov (United States)

2012-07-23

... OFFICE OF PERSONNEL MANAGEMENT Federal Employees Health Benefits Program: Medically Underserved... determination of the States that qualify as Medically Underserved Areas under the Federal Employees Health... law that mandates special consideration for enrollees of certain FEHB plans who receive covered health...

78 FR 50119 - Federal Employees Health Benefits Program: Medically Underserved Areas for 2014

Science.gov (United States)

2013-08-16

... OFFICE OF PERSONNEL MANAGEMENT Federal Employees Health Benefits Program: Medically Underserved... determination of the states that qualify as Medically Underserved Areas under the Federal Employees Health... law that mandates special consideration for enrollees of certain FEHB plans who receive covered health...

Çalışan Destek Programları (Employee Assistance Programs

Directory of Open Access Journals (Sweden)

Ceren ALTUNTAŞ

2010-01-01

Full Text Available Employee Assistance Programs (EAP are initiatives that were established in the USA with the aim of solving the personal issues of employees who have alcoholism problems. The basis behind this act is to win the problematic but experienced personnel back through professional care. As the range of EAPs widen within years, these programs started to be adopted by other countries as well. In this study, literature about the definition, procedures, coverage areas and the evaluation of EAPs is analysed. The very recent developments in Turkey, on this subject which has no resources in Turkish, are examined and suggestions for the future are presented.

5 CFR 792.216 - Are Federal employees with children who are enrolled in summer programs and part-time programs...

Science.gov (United States)

2010-01-01

... are enrolled in summer programs and part-time programs eligible for the child care subsidy program... summer programs and part-time programs eligible for the child care subsidy program? Federal employees... enrolled in daytime summer programs and part-time programs such as before and after school programs are...

LINKING ADMINISTRATORS ROLES IN CAREER PROGRAMS TO PROACTIVE BEHAVIOR AS A DETERMINANT OF EMPLOYEES PROMOTION OPPORTUNITIES

Directory of Open Access Journals (Sweden)

Azman Ismail

2017-03-01

Full Text Available This research examines the relationship between administrators roles in career programs, proactive behavior and employees promotion opportunities. Self-administered questionnaires were collected from employees who work in an established private oil and gas firm in West Coast of Peninsular Malaysia. The outcomes of SmartPLS path model analysis demonstrate that the ability of administrators to plan and managecareer programs have strongly invoked employees proactive behavior. As a result, this situation may lead to an enhance employees promotion opportunities in the organizational sample. Further, this study offers discussion, implications and conclusion.

Partnership in employee health. A workplace health program for British Columbia Public Service Agency (Canada).

Science.gov (United States)

Tarride, J E; Harrington, K; Balfour, R; Simpson, P; Foord, L; Anderson, L; Lakey, W

2011-01-01

To evaluate the My Health Matters! (MHM) program, a multifaceted workplace intervention relying on education and awareness, early detection and disease management with a focus on risk factors for metabolic syndrome. The MHM program was offered to 2,000 public servants working in more than 30 worksites in British Columbia, Canada. The MHM program included a health risk assessment combined with an opportunity to attend an on-site screening and face-to-face call back visits and related on-site educational programs. Clinical and economic outcomes were collected over time in this one-year prospective study coupled with administrative and survey data. Forty three per cent of employees (N=857) completed the online HRA and 23 per cent (N=447) attended the initial clinical visit with the nurse. Risk factors for metabolic syndrome were identified in more than half of those attending the clinical visit. The number of risk factors significantly decreased by 15 per cent over six months (N=141). The cost per employee completing the HRA was $205 while the cost per employee attending the initial clinical visit was $394. Eighty-two per cent of employees would recommend the program to other employers. This study supports that workplace interventions are feasible, sustainable and valued by employees. As such, this study provides a new framework for implementing and evaluating workplace interventions focussing on metabolic disorders.

A Japanese Stress Check Program screening tool predicts employee long-term sickness absence: a prospective study.

Science.gov (United States)

Tsutsumi, Akizumi; Shimazu, Akihito; Eguchi, Hisashi; Inoue, Akiomi; Kawakami, Norito

2018-01-25

On December 1, 2015, the Japanese government launched the Stress Check Program, a new occupational health policy to screen employees for high psychosocial stress in the workplace. As only weak evidence exists for the effectiveness of the program, we sought to estimate the risk of stress-associated long-term sickness absence as defined in the program manual. Participants were 7356 male and 7362 female employees in a financial service company who completed the Brief Job Stress Questionnaire (BJSQ). We followed them for 1 year and used company records to identify employees with sickness absence of 1 month or longer. We defined high-risk employees using the BJSQ and criteria recommended by the program manual. We used the Cox proportional regression model to evaluate the prospective association between stress and long-term sickness absence. During the follow-up period, we identified 34 male and 35 female employees who took long-term sickness absence. After adjustment for age, length of service, job type, position, and post-examination interview, hazard ratios (95% confidence intervals) for incident long-term sickness absence in high-stress employees were 6.59 (3.04-14.25) for men and 2.77 (1.32-5.83) for women. The corresponding population attributable risks for high stress were 23.8% (10.3-42.6) for men and 21.0% (4.6-42.1) for women. During the 1-year follow-up, employees identified as high stress (as defined by the Stress Check Program manual) had significantly elevated risks for long-term sickness absence.

Federal Employees Health Benefits and Federal Employees Dental and Vision Insurance Programs' Coverage Exception for Children of Same-Sex Domestic Partners. Interim final rule.

Science.gov (United States)

2016-12-02

This action amends the rule to create a regulatory exception that allows children of same-sex domestic partners living overseas to maintain their Federal Employees Health Benefits (FEHB) and Federal Employees Dental and Vision Program (FEDVIP) coverage until September 30, 2018. Due to a recent Supreme Court decision, as of January 1, 2016, coverage of children of same-sex domestic partners under the FEHB Program and FEDVIP will generally only be allowed if the couple is married, as discussed in Benefits Administration Letter (BAL) 15-207 dated October 5, 2015. OPM recognizes there are additional requirements placed on overseas federal employees that may not apply to other civilian employees with duty stations in the United States making it difficult to travel to the United States to marry same-sex partners.

Effectiveness of an employee skin cancer screening program for secondary prevention.

Science.gov (United States)

Uslu, Ugur; Hees, Felix; Winnik, Eva; Uter, Wolfgang; Sticherling, Michael

2016-08-01

Incidences of UV-induced skin cancer are continuously increasing. For this reason, early diagnosis is becoming more important. In this study, 783 employees of a technical company participated in an employee skin cancer screening program, which consisted of a physical examination for benign and malignant skin lesions and premalignant conditions. To ensure the quality of the examinations, screening was only performed by 5 trained dermatologists. Participants also were asked to complete a standardized questionnaire prior to examination. A total of 661 skin lesions were diagnosed among 48% of participants; 12.8% of participants exhibited 50 or more melanocytic nevi and the risk for developing skin cancer was categorized as at least moderate for 64.9%. Additionally, 84.4% of participants with at least 1 skin lesion were advised to have a checkup within 1 year. The high rate of suspicious nevi detected in this study suggested that employee skin cancer screening programs are effective and also should be recommended at companies where employees are not at increased risk for developing skin cancer due to the nature of their work (eg, those who work outdoors). Despite the comparatively selective and young study population, these examinations provide evidence of the importance of skin cancer screening for the wider population.

Employee Assistance Programs in the 1980s: Expanding Career Options for Counselors.

Science.gov (United States)

Forrest, Donald V.

1983-01-01

Suggests that Employee Assistance Programs (EAPS) offer new and expanded work opportunities for counselors. Reviews the history of EAPS, current philosophy and program components, and implications for counselors as EAPs move from crisis intervention toward prevention. (JAC)

Approaches used by employee assistance programs to address perpetration of intimate partner violence.

Science.gov (United States)

Walters, Jennifer L Hardison; Pollack, Keshia M; Clinton-Sherrod, Monique; Lindquist, Christine H; McKay, Tasseli; Lasater, Beth M

2012-01-01

Employee Assistance Programs (EAPs) are workplace resources available to employees with problems impacting work performance. EAPs are well-positioned to address intimate partner violence (IPV), a major public health problem with workplace impacts. A purposeful sample of 28 EAPs across the United States was surveyed to identify policies and programs to address IPV, including perpetration. Most EAPs did not report having standardized approaches for addressing IPV perpetration. EAPs also described significant barriers to identifying IPV perpetrators, with the majority relying on self-disclosure on the part of the perpetrator when contacting the EAP. These results suggest that many EAPs--even when interacting with employees who present with issues known to correlate with IPV--are missing a potential opportunity to assess and intervene with IPV perpetrators.

The Impact of Specialized Telephonic Guides on Employee Engagement in Corporate Well-Being Programs.

Science.gov (United States)

Boerger, Nicholas L; Barleen, Nathan A; Marzec, Mary L; Moloney, Daniel P; Dobro, Jeff

2018-02-01

Employer-sponsored well-being programs have been growing in popularity as a means to control rising health care costs and increase workplace productivity. Engagement by employees is necessary for these programs to achieve their desired effects. Extrinsic motivators in the form of incentives and surcharges are commonly introduced by employer program sponsors to promote meaningful engagement. Although these may be successful in achieving a degree of engagement, individuals benefit by being intrinsically motivated as they modify behaviors and improve short- and long-term well-being. Telephonic guides equipped with motivational interviewing and other behavioral strategies to improve engagement may bridge the gap between extrinsic and intrinsic motivation. The objectives of this study are to determine characteristics associated with employee utilization of these guides when offered and to compare subsequent program engagement rates between utilizers to a propensity score matched group of employees who were not offered the service. The data were retrieved from a well-being program provider's database. The study examined 166,258 employees across 35 employers. It found utilizers were older, proportionally more female, in the manufacturing industry, incented to use the guide service, offered a larger incentive for program participation, had healthier self-reported behaviors, and had a higher perception of their employer's focus on well-being. The study found that guide utilizers were significantly more likely to engage in telephonic coaching, digital coaching, and activity tracking up to 6 months. The study's findings suggest telephonic guides using a range of behavioral techniques are an effective strategy to drive well-being program engagement.

The impact of corporate social responsibility and employees' perception on participating and contributing to charitable programs

Science.gov (United States)

Allen, Belinda A.

The goal for this research was to understand the perceptions of employees regarding a company's corporate social responsibility (CSR). The specific goal was to discover and understand the level of employee giving to corporate CSR initiatives. In this instance, the fund was a corporate fund for community development program. A qualitative, single-case-study was conducted at a specific division of an aerospace corporation. The topic was explored through an analysis of employee perceptions about advertisement, trust, campaigns, and CSR engagement. Data collection included a pilot study, one-on-one private interviews, and a focus group. The results indicated that (a) the corporation can be a model company for CSR programs, and (b) employees at the specific division under study want to become aware and play their part in bringing about social change. However, the findings indicated that the division must become more visible with its CSR activities. It is through CSR commitment and strategies that the corporation seeks to be a good corporate citizen, which is carried out in collaboration with its employees. The results indicated that employees felt that increased awareness through annual campaign drives and advertisement throughout the year would strengthen giving to the CFCD program and would allow employees to be more engaged in CSR activities.

Employment and Roles of Counselors in Employee Assistance Programs.

Science.gov (United States)

Hosie, Thomas W.; And Others

1993-01-01

Studied employment and roles of master's-level counselors in employee assistance programs (EAPs). Counselors were found to be similar to those with Master's of Social Work degrees in employment rate and percentage of EAP staff. Both groups were most frequently employed and constituted greatest percentage of professional mental health staff in…

Standards & Criteria for the Development and Evaluation of a Comprehensive Employee Assistance Program.

Science.gov (United States)

Health Resources and Services Administration, Rockville, MD. Bureau of Health Care Delivery and Assistance.

This document was designed for use by persons or agencies interested in both establishing and evaluating employee assistance programs (EAP) for federal employees. It contains essential elements, standards, and assessment criteria which have been developed to assist in the planning and implementation of services, and to provide a framework for…

An Analysis of a Biometric Screening and Premium Incentive-Based Employee Wellness Program: Enrollment Patterns, Cost, and Outcome.

Science.gov (United States)

Maeng, Daniel D; Geng, Zhi; Marshall, Wendy M; Hess, Allison L; Tomcavage, Janet F

2017-11-14

Since 2012, a large health care system has offered an employee wellness program providing premium discounts for those who voluntarily undergo biometric screenings and meet goals. This study evaluates the program impact on care utilization and total cost of care, taking into account employee self-selection into the program. A retrospective claims data analysis of 6453 employees between 2011 and 2015 was conducted, categorizing the sample into 3 mutually exclusive subgroups: Subgroup 1 enrolled and met goals in all years, Subgroup 2 enrolled or met goals in some years but not all, and Subgroup 3 never enrolled. Each subgroup was compared to a cohort of employees in other employer groups (N = 24,061). Using a difference-in-difference method, significant reductions in total medical cost (14.2%; P = 0.014) and emergency department (ED) visits (11.2%; P = 0.058) were observed only among Subgroup 2 in 2015. No significant impact was detected among those in Subgroup 1. Those in Subgroup 1 were less likely to have chronic conditions at baseline. The results indicate that the wellness program enrollment was characterized by self-selection of healthier employees, among whom the program appeared to have no significant impact. Yet, cost savings and reductions in ED visits were observed among the subset of employees who enrolled or met goal in some years but not all, suggesting a potential link between the wellness program and positive behavior changes among certain subsets of the employee population.

Employee Alcoholism and Assistance Programs: Adapting an Innovation for College and University Faculty.

Science.gov (United States)

Roman, Paul M.

1980-01-01

Strategies for initiating employee alcoholism and assistance programs in higher education institutions are considered. Barriers to faculty utilization of such programs include visibility of work performance and nature of supervision. Modes for adapting existing program designs to higher education are suggested. (Author/JMF)

Training and post-disaster interventions for the psychological impacts on disaster-exposed employees: a systematic review.

Science.gov (United States)

Brooks, Samantha K; Dunn, Rebecca; Amlôt, Richard; Greenberg, Neil; Rubin, G James

2018-02-15

When organisations are exposed to traumatic situations, such as disasters, often staff are not prepared for the potential psychological impact which can negatively affect their wellbeing. To conduct a systematic review of the literature on psychological interventions aimed at improving staff wellbeing during or after disasters. Four electronic literature databases were searched. Reference lists of relevant articles were hand-searched. Fifteen articles were included. Five studies suggested that pre-disaster skills training and disaster education can improve employee confidence. Ten studies on post-disaster interventions revealed mixed findings on the effectiveness of psychological debriefing and limited evidence for cognitive behavioural therapy, psychoeducation and meditation. Pre-disaster training and education can improve employees' confidence in their ability to cope with disasters. The routine use of post-disaster psychological debriefings is not supported; further research is needed to determine if debriefing interventions could be useful in some circumstances. Further research is needed to provide more evidence on the potential positive effects of cognitive behavioural therapy, psychoeducation and meditation. More experimental studies on psychological disaster interventions are needed.

Employee assistance programs: an alternative resource for mental health service delivery.

Science.gov (United States)

Santa-Barbara, J

1984-09-01

The purpose of this article is to provide a very brief introduction to employee assistance programs (EAPs) and their role in the mental health delivery system. In addition, some consideration will be given to the opportunity these programs offer for making a significant impact on both the mental health of Canadians and the productivity of Canadian business.

Employer and Employee Opinions About Workplace Health Promotion (Wellness) Programs: Results of the 2015 Harris Poll Nielsen Survey.

Science.gov (United States)

McCleary, Katherine; Goetzel, Ron Z; Roemer, Enid Chung; Berko, Jeff; Kent, Karen; Torre, Hector De La

2017-03-01

The aim of this study was to provide a current picture of the state of workplace health promotion (wellness) programs in the U.S. from both employer and employee perspectives. We analyzed data from two independent surveys of employers (N = 1500) and the general population (N = 4611). Employers reported offering wellness programs at almost twice the rate of employees who reported having these programs available to them. Most (59.4%) employees felt employers should play a role in improving worker health and nearly three-fourths (72.1%) thought that lower insurance premiums should be offered for participation in wellness programs. However, fewer than half felt that their work environment allows them to maintain good health. Although wellness programs are offered at the majority of workplaces in the U.S., employees are unlikely to be aware of these efforts and would like employers to be forthcoming in providing programs promoting good health.

Effects of a Municipal Government's Worksite Exercise Program on Employee Absenteeism, Health Care Costs, and Variables Associated with Participation.

Science.gov (United States)

Pruett, Angela W.; Howze, Elizabeth H.

The Blacksburg (Virginia) municipal government's worksite exercise program, developed in response to rising health insurance premiums, was evaluated to determine its effect on health care costs and employee absenteeism. Thirty-two employees who participated in the program for 4.5 years were compared to 32 nonparticipating employees. The program…

Evaluation of a comprehensive employee wellness program at an organization with a consumer-directed health plan.

Science.gov (United States)

Burton, Wayne N; Chen, Chin-Yu; Li, Xingquan; Schultz, Alyssa B; Kasiarz, David; Edington, Dee W

2014-04-01

Consumer-directed health plans (CDHPs) are popular among employers in the United States. This study examined an employee wellness program and its association with employee health in an organization that recently initiated a CDHP. This retrospective observational analysis compared the health risks, employer-paid health care costs, and short-term disability absences of employees of a large financial services corporation from 2009 to 2010. The two-time health risk appraisal participants had a significant improvement in the percentage of employees in the overall low-risk category. The average annual employer-paid medical and pharmacy costs did not significantly change. For employees who improved their health risk category, there was a commensurate change in costs and absences. In a difficult economic climate, this organization began a health promotion program for employees as well as a new CDHP benefit structure. No short-term reduction in health care usage or overall health status was observed.

The Costs of an Enhanced Employee Assistance Program (EAP) Intervention.

Science.gov (United States)

French, Michael T.; Dunlap, Laura J.; Zarkin, Gary A.; Karuntzos, Georgia T.

1998-01-01

This study estimates the economic costs of an enhanced Employee Assistance Program (EAP) intervention at a large midwestern EAP that serves 90 worksites. Results specify developmental and implementation costs and provide benchmark cost estimated for other EAPs that may be considering enhanced services. (SLD)

Synergism in work site adoption of employee assistance programs and health promotion activities.

Science.gov (United States)

Blum, T C; Roman, P M; Patrick, L

1990-05-01

As workplaces increasingly adopt proactive programs directed toward employee health issues, the interrelation between different programs becomes an important issue. Of interest here is the "synergy" in patterns of program adoption between employee assistance programs (EAPs) and health promotion activities (HPAs). We utilize the 1985 National Survey of Worksite Health Promotion Activities (N = 1358) for analyses of the dual presence of EAPs and HPAs, and in multivariate analyses we consider factors affecting such dual presence. The data suggest that synergy occurs, with EAP adoption appearing to influence HPA adoption to a greater extent than the reverse. In multivariate analyses, synergy is confirmed by the finding that, among a variety of relevant organizational characteristics, EAP presence and HPA presence are the best predictors of each other's presence. The analyses also indicate that there is minimal commonality in program ingredients across organizations reporting the presence of HPAs. Implications of the data for the future development of these two programming strategies are discussed.

An Evaluation of the Employee Assistance Program in the Montgomery County Public School System.

Science.gov (United States)

Goldberg, Jo Ann

The Montgomery County public school system presently provides assistance through the Employee Assistance Program (EAP) to troubled employees with problems which affect work performance. EAP's mandate is to provide crisis intervention, prereferral evaluation, information, referral, and follow-up services. From its inception to March, 1981, EAP…

Promises to keep. An evaluator's perspective on employee assistance programs.

Science.gov (United States)

Albert, W C; Smythe, P C; Brook, R C

1985-01-01

This paper presents a critical review of the rapidly expanding literature concerning employee assistance programs (EAPs). Several essential features of EAPs are identified and the assumptions underlying these components are examined. The latter section of this report offers some tentative suggestions for correcting this situation so that the EAP movement will no longer suffer from the lack of a firm database upon which to build more coherent and defensible theories and programs.

76 FR 38281 - Federal Employees Health Benefits Program: New Premium Rating Method for Most Community Rated...

Science.gov (United States)

2011-06-29

... CFR Parts 1602, 1615, et al. Federal Employees Health Benefits Program: New Premium Rating Method for... Part 890; 48 CFR Parts 1602, 1615, 1632, and 1652 RIN 3206-AM39 Federal Employees Health Benefits..., 2011 (76 FR 36857). The document amends the Federal Employees Health Benefits (FEHB) regulations at 5...

Impact of a Workplace Health Promotion Program on Employees' Blood Pressure in a Public University.

Directory of Open Access Journals (Sweden)

J Y Eng

Full Text Available Workplace health promotion is important in the prevention of non-communicable diseases among employees. Previous workplace health programs have shown benefits such as lowered disease prevalence, reduced medical costs and improved productivity. This study aims to evaluate the impact of a 6-year workplace health promotion program on employees' blood pressure in a public university.In this prospective cohort study, we included 1,365 employees enrolled in the university's workplace health promotion program, a program conducted since 2008 and using data from the 2008-2013 follow-up period. Participants were permanent employees aged 35 years and above, with at least one follow up measurements and no change in antihypertensive medication during the study period. Baseline socio-demographic information was collected using a questionnaire while anthropometry measurements and resting blood pressure were collected during annual health screening. Changes in blood pressure over time were analyzed using a linear mixed model.The systolic blood pressure in the hypertension subgroup decreased 2.36 mmHg per year (p<0.0001. There was also significant improvement in systolic blood pressure among the participants who were at risk of hypertension (-0.75 mmHg, p<0.001. The diastolic blood pressure among the hypertensive and at risk subgroups improved 1.76 mmHg/year (p<0.001 and 0.56 mmHg/year (p<0.001, respectively. However, there was no change in both systolic and diastolic blood pressure among participants in the healthy subgroup over the 6-year period.This study shows that continuing participation in workplace health promotion program has the potential to improve blood pressure levels among employees.

The Effect of Cost Sharing on an Employee Weight Loss Program: A Randomized Trial.

Science.gov (United States)

John, Leslie K; Troxel, Andrea B; Yancy, William S; Friedman, Joelle; Zhu, Jingsan; Yang, Lin; Galvin, Robert; Miller-Kovach, Karen; Halpern, Scott D; Loewenstein, George; Volpp, Kevin

2018-01-01

To test the effects of employer subsidies on employee enrollment, attendance, and weight loss in a nationally available weight management program. A randomized trial tested the impact of employer subsidy: 100%; 80%, 50%, and a hybrid 50% subsidy that could become a 100% subsidy by attaining attendance targets. NCT01756066. Twenty three thousand twenty-three employees of 2 US companies. The primary outcome was the percentage of employees who enrolled in the weight management program. We also tested whether the subsidies were associated with differential attendance and weight loss over 12 months, as might be predicted by the expectation that they attract employees with differing degrees of motivation. Analysis and Results: Enrollment differed significantly by subsidy level ( P < .0001). The 100% subsidy produced the highest enrollment (7.7%), significantly higher than each of the lower subsidies (vs 80% subsidy: 6.2%, P = .002; vs 50% subsidy: 3.9%, P < .0001; vs hybrid: 3.7%, P < .0001). Enrollment in the 80% subsidy group was significantly higher than both lower subsidy groups (vs 50% subsidy: 3.9%, P < .0001; vs hybrid: 3.7%, P < .0001). Among enrollees, there were no differences among the 4 groups in attendance or weight loss. This pragmatic trial, conducted in a real-world workplace setting, suggests that higher rates of employer subsidization help individuals to enroll in weight loss programs, without a decrement in program effectiveness. Future research could explore the cost-effectiveness of such subsidies or alternative designs.

Exploring Employee Perceptions of Six Sigma as a Change Management Program in Higher Education

Science.gov (United States)

Davis, Monica; Fifolt, Matthew

2018-01-01

Change initiatives in higher education are frequently guided by an institutional change management program which provides employees with a framework and set of skills to better understand problems and facilitate change at the organisational level. In this paper, we explore employee perceptions of Six Sigma as a tool for facilitating change at one…

Investigating Employee-Reported Benefits of Participation in a Comprehensive Australian Workplace Health Promotion Program.

Science.gov (United States)

Kilpatrick, Michelle; Blizzard, Leigh; Sanderson, Kristy; Teale, Brook; Nelson, Mark; Chappell, Kate; Venn, Alison

2016-05-01

To investigate employee-reported benefits of participation, employee organizational commitment, and health-related behaviors and body mass index (BMI) following implementation of a comprehensive workplace health promotion (WHP) program. State government employees from Tasmania, Australia, completed surveys in 2010 (n = 3408) and 2013 (n = 3228). Repeated cross-sectional data were collected on sociodemographic, health, and work characteristics. Participation in WHP activities, employee-reported organizational commitment, and benefits of participation were collected in 2013. Respondents who participated in multiple activities were more likely to agree that participation had motivated them, or helped them to address a range of health and work factors (trends: P employee organizational commitment. No differences were observed in health-related behaviors and BMI between 2010 and 2013. Healthy@Work (pH@W) was either ineffective, or insufficient time had elapsed to detect a population-level change in employee lifestyle factors.

Health-Related Quality of Life Impact in Employees Participating in a Pharmacist-Run Risk Reduction Program

Directory of Open Access Journals (Sweden)

Thomas L. Lenz

2012-01-01

Full Text Available Health related quality of life (HRQOL and self-perceived well-being have been shown to be associated with lower healthcare utilization and costs in people with chronic diseases. A pharmacist-run employee health program started in 2008 sought to improve HRQOL through the use of individualized lifestyle behavior programming, medication therapy management, and care coordination activities. Following one year of participation in the program, employee participant's self-reported general health rating significantly improved compared with their baseline rating (p < 0.001. Participants also reported a significantly lower number of days within a month when they did not feel physically and/or mentally well at baseline vs. one-year, respectively (10.3 days vs. 6.0 days, p < 0.01. Pharmacists can positively impact self-reported HRQOL when working in an employee health setting.   Type: Original Research

Effect of a 5-Month Worksite Physical Activity Program on Tertiary Employees Overall Health and Fitness.

Science.gov (United States)

Genin, Pauline Manon; Degoutte, Fabrice; Finaud, Julien; Pereira, Bruno; Thivel, David; Duclos, Martine

2017-02-01

This pilot study questions the effects of a worksite physical activity program on health and fitness in tertiary employees. Ninety-five employees were randomly assigned to Control (CON); Novice (NOV); Experienced group (EXP). The NOV and EXP groups followed a 5-month worksite physical activity program (at least two sessions/week). Body composition, physical activity level and physical fitness, eating habits, health perception, sleep quality, pain, and quality of life were assessed. Fat mass decreased in NOV and EXP; the distance covered during the 6-minute walking test, push-ups, squat jump increased for NOV and EXP group. Physical activity level, health perception, quality of sleep, and eating habits were improved in NOV. This study underlines for the first time the beneficial effects of such worksite programs among tertiary employees on overall health and the feasibility of its design.

A study of ECPs (Employee Concerns Programs), a corporate allegation program at U.S. nuclear industries

International Nuclear Information System (INIS)

Tanabe, Tomoyuki; Suzuki, Tatsujiro

2004-01-01

Introduction of whistleblower protection system in the U.S. federal nuclear safety regulations has encouraged developments of ECPs (Employee Concerns Programs) as corporate allegation programs at utility companies in the U.S. It is found that as ECPs improve, fewer complainants are reported to the NRC each year. It seems that the introduction of whistleblower protection has had positive impacts on corporate compliance activities. In short, improved corporate compliance programs will be likely to contribute to more effective nuclear whistleblower protection system, as well as to enhance safety of nuclear power plants. (author)

The Organization as Client: Broadening the Concept of Employee Assistance Programs.

Science.gov (United States)

Googins, Bradley; Davidson, Bruce N.

1993-01-01

Notes that many employee assistance programs (EAPs) are broadening their function to address rapidly changing human and social issues of environments in which they operate, refocusing practice to include organization as the client. Discusses traditional EAP practice, evolution of EAPs, changes confronting corporations, and alternative model in…

Crafting a Foundation for Evaluating a Worksite Wellness Program

Science.gov (United States)

Hubley, Teresa A.; Dutram, Kay

2011-01-01

Background: Businesses have been exposed to many positive accounts of the benefits of employee wellness to improve employee performance as well as reduce health and injury claims costs for the employer. However, many do not have the tools or experience to effectively demonstrate the benefits of a workplace wellness program for their own management…

Descriptive study of external employee assistance program providers (EAP) in Japan.

Science.gov (United States)

Muto, Takashi; Haruyama, Yasuo; Higashi, Toshiaki

2012-01-01

The mental health problems of employees have become a major occupational health issue in Japan. External employee assistance program providers (EAP) have become important in mental health care for workers, but their activities are poorly documented. This descriptive study was undertaken to clarify the status and future tasks of EAP in Japan. The subjects were all EAP (n=27) registered in the Japanese Chapter of Employee Assistance Professionals Association. The questionnaire survey was conducted in January 2007. We received 13 replies, a response rate of 54.2%. Most EAP provided seminars, stress checks, stress management, counseling, and support for a return to work. The number of EAP contracted with small-scale enterprises was small. EAP communicated infrequently with companies. To promote the use of EAP, their advertising, education and training of staff, accumulation of scientific evidence, development of an official certification system for staff, and improvement of contents of EAP services were cited.

Improving employee productivity through improved health.

Science.gov (United States)

Mitchell, Rebecca J; Ozminkowski, Ronald J; Serxner, Seth

2013-10-01

The objective of this study was to estimate productivity-related savings associated with employee participation in health promotion programs. Propensity score weighting and multiple regression techniques were used to estimate savings. These techniques were adjusted for demographic and health status differences between participants who engaged in one or more telephonic health management programs and nonparticipants who were eligible for but did not engage in these programs. Employees who participated in a program and successfully improved their health care or lifestyle showed significant improvements in lost work time. These employees saved an average of $353 per person per year. This reflects about 10.3 hours in additional productive time annually, compared with similar, but nonparticipating employees. Participating in health promotion programs can help improve productivity levels among employees and save money for their employers.

Privacy Act System of Records: Employee Counseling and Assistance Program Records, EPA-27

Science.gov (United States)

Learn about the Employee Counseling and Assistance Program Records System, including who is covered in the system, the purpose of data collection, routine uses for the system's records, and other security procedures.

Predicting likelihood of seeking help through the employee assistance program among salaried and union hourly employees.

Science.gov (United States)

Delaney, W; Grube, J W; Ames, G M

1998-03-01

This research investigated belief, social support and background predictors of employee likelihood to use an Employee Assistance Program (EAP) for a drinking problem. An anonymous cross-sectional survey was administered in the home. Bivariate analyses and simultaneous equations path analysis were used to explore a model of EAP use. Survey and ethnographic research were conducted in a unionized heavy machinery manufacturing plant in the central states of the United States. A random sample of 852 hourly and salaried employees was selected. In addition to background variables, measures included: likelihood of going to an EAP for a drinking problem, belief the EAP can help, social support for the EAP from co-workers/others, belief that EAP use will harm employment, and supervisor encourages the EAP for potential drinking problems. Belief in EAP efficacy directly increased the likelihood of going to an EAP. Greater perceived social support and supervisor encouragement increased the likelihood of going to an EAP both directly and indirectly through perceived EAP efficacy. Black and union hourly employees were more likely to say they would use an EAP. Males and those who reported drinking during working hours were less likely to say they would use an EAP for a drinking problem. EAP beliefs and social support have significant effects on likelihood to go to an EAP for a drinking problem. EAPs may wish to focus their efforts on creating an environment where there is social support from coworkers and encouragement from supervisors for using EAP services. Union networks and team members have an important role to play in addition to conventional supervisor intervention.

Benefits for employees with children with ADHD: findings from the Collaborative Employee Benefit Study.

Science.gov (United States)

Perrin, James M; Fluet, Chris; Kuhlthau, Karen A; Anderson, Betsy; Wells, Nora; Epstein, Susan; Allen, Debby; Tobias, Carol

2005-02-01

Parents of most children with attention-deficit hyperactivity disorder (ADHD) are employed. Employers have interest in decreasing employee absenteeism and improving workplace productivity, partly through employee benefits. The authors interviewed employers to (1) determine how they view the needs of employees with children with ADHD and (2) identify benefits that might help employees with children with ADHD. The authors carried out a systematic interview study of mainly family-friendly, large employers in four U.S. urban markets (Boston, Cleveland, Miami, Seattle). Multidisciplinary interview teams used a protocol to gather basic company information, benefit philosophy, current insurance and other employee benefits, and knowledge of ADHD and its impacts on employees. Initially, the interview team and then the larger project team reviewed all protocols for common themes. The authors interviewed staff of 41 employers (human resource managers, work/life program directors, benefits directors). Only 15 of 41 interviewees knew about ADHD, its prevalence, or its effects on parents. They had little knowledge of how differences in managed behavioral health may affect families' access to diagnostic and treatment services for ADHD, although most had experience with primary care management of depression among employees. Employers offer a variety of other benefits, including work/life and employee assistance programs, occasionally providing employees help with caring for a child with a mental health condition, on-site parent training programs, or assistance with child care. Other potentially useful employee benefits include flexible work and leave policies and information and referral services that can link parents with community programs. Although employers have limited awareness of ADHD and its potential effect on employees' work, this study identified opportunities to improve both health insurance and other benefits for employees with children with ADHD.

Navigating Return to Work and Breastfeeding in a Hospital with a Comprehensive Employee Lactation Program.

Science.gov (United States)

Froh, Elizabeth B; Spatz, Diane L

2016-11-01

The Surgeon General's Call to Action to Support Breastfeeding details the need for comprehensive employer lactation support programs. Our institution has an extensive employee lactation program, and our breastfeeding initiation and continuation rates are statistically significantly higher than state and national data, with more than 20% of our employees breastfeeding for more than 1 year. The objective of this research was complete secondary data analysis of qualitative data collected as part of a larger study on breastfeeding outcomes. In the larger study, 545 women who returned to work full or part time completed an online survey with the ability to provide free text qualitative data and feedback regarding their experiences with breastfeeding after return to work. Qualitative data were pulled from the online survey platform. The responses to these questions were analyzed using conventional content analysis by the research team (2 PhD-prepared nurse researchers trained and experienced in qualitative methodologies and 1 research assistant) in order to complete a thematic analysis of the survey data. Analysis of the data yielded 5 major themes: (1) positive reflections, (2) nonsupportive environment/work culture, (3) supportive environment/work culture, (4) accessibility of resources, and (5) internal barriers. The themes that emerged from this research clearly indicate that even in a hospital with an extensive employee lactation program, women have varied experiences-some more positive than others. Returning to work while breastfeeding requires time and commitment of the mother, and a supportive employee lactation program may ease that transition of return to work.

Documenting Employee Conduct

Science.gov (United States)

Dalton, Jason

2009-01-01

One of the best ways for a child care program to lose an employment-related lawsuit is failure to document the performance of its employees. Documentation of an employee's performance can provide evidence of an employment-related decision such as discipline, promotion, or discharge. When properly implemented, documentation of employee performance…

Survival analysis to explore the characteristics of employee assistance program (EAP) referrals that remain employed.

Science.gov (United States)

Macdonald, S; Albert, W; Maynard, M; French, P

1989-02-01

This study examined characteristics of referrals to employee assistance programs (EAP) associated with subsequent termination of employment. As well, relationships between characteristics of the referrals and program characteristics were explored. Longitudinal data were collected at several time periods for 163 referrals to EAPs from five organizations. Survival analysis was conducted to determine which variables were associated with termination of employment. Females, cohabitating couples, and employees who worked for the organization for 5 or more years were most likely to remain employed. One interesting finding was that people with alcohol problems were significantly more likely to be formal referrals.

Likelihood to Use Employee Assistance Programs: The Effects of Sociodemographic, Social-Psychological, Sociocultural, Organizational, and Community Factors.

Science.gov (United States)

Hall, LaCheata, And Others

1991-01-01

Employees (n=62) from large telephone communications company completed questionnaires assessing relationship between likelihood to use Employee Assistance Program (EAP) services and five domains: sociodemographic, social-psychological, sociocultural, organizational, and community. Found that women and individuals in higher income and educational…

Development of a Logic Model for a Physical Activity–Based Employee Wellness Program for Mass Transit Workers

OpenAIRE

Das, Bhibha M.; Petruzzello, Steven J.; Ryan, Katherine E.

2014-01-01

Transportation workers, who constitute a large sector of the workforce, have worksite factors that harm their health. Worksite wellness programs must target this at-risk population. Although physical activity is often a component of worksite wellness logic models, we consider it the cornerstone for improving the health of mass transit employees. Program theory was based on in-person interviews and focus groups of employees. We identified 4 short-term outcome categories, which provided a chain...

The effect of Employee Assistance Programs use on healthcare utilization.

Science.gov (United States)

Zarkin, G A; Bray, J W; Qi, J

2000-04-01

To estimate the effect of Employee Assistance Program (EAP) use on healthcare utilization as measured by health claims. A unique data set that combines individual-level information on EAP utilization, demographic information, and health insurance claims from 1991 to 1995 for all employees of a large midwestern employer. Using "fixed-effect" econometric models that control for unobserved differences between individuals' propensities to use healthcare resources and the EAP, we perform our analyses in two steps. First, for those employees who visited the EAP, we test whether post-EAP claims differ from pre-EAP claims. Second, we combine claims data of individuals who went to an EAP with those of individuals who did not use an EAP to test whether differences in utilization exist between EAP users and nonusers. From the EAP we obtained the date of first EAP contact for all employees who used the service, and from the company's human resources department we obtained limited demographic data on all employees. We obtained healthcare utilization claims data on all employees and their dependents from the company's two healthcare plans: a fee-for-service (FFS) plan and a health maintenance organization (HMO) plan. We found that going to an EAP substantially increases both the probability of an alcohol, drug abuse, or mental health (ADM) claim and the number of ADM claims in the same quarter as EAP contact. The increased probability of an ADM claim persists for approximately 11 quarters after the initial contact, while the increased ADM charges persist for approximately six quarters after the initial EAP contact. Our results strongly suggest that the EAP is able to identify behavioral and other health problems that may affect workplace performance and prompt EAP users to access ADM and other healthcare. Consistent with the stated goals of many EAPs, including the one examined in this study, this process should improve individuals' health, family functioning, and workplace

Access to Federal Employees Health Benefits (FEHB) for Employees of Certain Indian Tribal Employers. Final rule.

Science.gov (United States)

2016-12-28

This final rule makes Federal employee health insurance accessible to employees of certain Indian tribal entities. Section 409 of the Indian Health Care Improvement Act (codified at 25 U.S.C. 1647b) authorizes Indian tribes, tribal organizations, and urban Indian organizations that carry out certain programs to purchase coverage, rights, and benefits under the Federal Employees Health Benefits (FEHB) Program for their employees. Tribal employers and tribal employees will be responsible for the full cost of benefits, plus an administrative fee.

Influence of shift work on cognitive performance in male business process outsourcing employees.

Science.gov (United States)

Shwetha, Bijavara; Sudhakar, Honnamachanahalli

2012-09-01

India is a front runner in IT industry. Business process outsourcing (BPO) sector is a major part of IT industry with around 4.5 million employees. These employees are subjected to high work stress, odd working hours, and frequent shift changes leading to increased physical and mental health problems. To study the cognitive functions in male BPO employees exposed to regular shifts. Young BPO employees from various BPO companies of Bangalore were tested for cognitive functions. Fifty male BPO employees exposed to regular shifts were assessed for various cognitive functions including tests for speed, attention, learning and memory, and executive function. They were compared with 50 non-BPO employees not working in shifts. Statistical analysis - Data was analysed by t-test and Mann-Whitney test using SPSS V.13.0. BPO employees performed poorly compared to their controls in tests for mental speed, learning and memory, and response inhibition. No changes were seen between groups in tests for attention and working memory. Cognitive functions are impaired in BPO employees exposed to regular shift changes.

Health promotion through employee assistance programs: a role for occupational therapists.

Science.gov (United States)

Maynard, M

1986-11-01

Health promotion is predicted to have a major impact on occupational therapy practice. Keeping people well and promoting a healthy life-style will be the focus for the future. Many companies and agencies are taking the lead by instituting employee assistance programs (EAPs). With the de-emphasis on long-term hospital care, many occupational therapists will be seeking employment with community health programs. This paper advocates a role for occupational therapists in health promotion and disease prevention in an EAP. A description of EAPs and the contributions that occupational therapists can make to these programs is offered. Practice and education considerations for occupational therapists' roles in EAPs are provided.

Online benefits solutions--a new trend in managing employee benefits programs.

Science.gov (United States)

Ala, Mohammad; Brunaczki, Bernadette

2003-01-01

This article focuses on the array of online benefits solutions offered by technology companies and reports the benefits to both employers and employees. Some of the benefits include reduced paperwork, reduced errors, and reduced administration costs. Companies that can deliver these benefits will be in great demand to help manage benefits programs and streamline the administrative processes.

Federal Employees Health Benefits Program: Removal of Eligible and Ineligible Individuals From Existing Enrollments. Final rule.

Science.gov (United States)

2018-01-23

The United States Office of Personnel Management (OPM) is issuing a final rule amending Federal Employees Health Benefits (FEHB) Program regulations to provide a process for removal of certain identified individuals who are found not to be eligible as family members from FEHB enrollments. This process would apply to individuals for whom there is a failure to provide adequate documentation of eligibility when requested. This action also amends Federal Employees Health Benefits (FEHB) Program regulations to allow certain eligible family members to be removed from existing self and family or self plus one enrollments.

Application of the Alkaline comet assay in bio monitoring of medical personnel occupationally exposed to ionizing radiation

International Nuclear Information System (INIS)

Kopjar, N.; Graj-Vrhovac, V.

2002-01-01

Ionising radiation is a ubiquitous environmental physical agent whose DNA damaging effects are fairly well established. The effects of low-level exposure to ionizing radiation are of concern to large number of people, including workers receiving radiation exposure on the job. Medical radiation workers are employees of hospitals, clinics and private offices where radiation is used in the process of delivering health care to humans. These workers can be categorised into two groups exposed employees who receive at least a minimum detectable exposure during a one-year period, and potentially exposed employees who work in the vicinity of radiation but whose exposures are below detectable limits. The exposure of patients and workers to radiation in medicine is a direct consequence of the use of radiation to improve the health of the individuals. Trends in radiation exposure of both patients and workers are effected not only by developments in radiation protection, but also by dose in the practice of medicine. It is very important to estimate absorbed doses from individuals occupationally exposed to ionizing radiation for carrying out radioprotection procedures and restrict the hazards to human health. The extent of health hazards is difficult to assess. Therefore, development of procedures that can be used to precisely identify health hazards in the exposed populations is a most significant approach towards establishing effective programs for disease prevention

5 CFR 870.510 - Continuation of eligibility for former Federal employees of the Civilian Marksmanship Program.

Science.gov (United States)

2010-01-01

... paragraph (a) of this section an amount equal to the premiums withheld from the pay of a Federal employee... procedures established by OPM, pay into the Employees' Life Insurance Fund amounts equal to any agency... Defense to support the Civilian Marksmanship Program as of the day before the date of the transfer of the...

Tobacco use and preferences for wellness programs among health aides and other employees of an Alaska Native Health Corporation in Western Alaska

Directory of Open Access Journals (Sweden)

Christi A. Patten

2017-06-01

Full Text Available This study assessed health behaviors and preferences for wellness programs among employees of a worksite serving Alaska Native-people. Village-based Community Health Aides/Practitioners (CHA/Ps were compared with all other employees on health indicators and program preferences. Using a cross-sectional design, all 1290 employees at the Yukon Kuskokwim Health Corporation (YKHC in Western Alaska were invited in 2015 to participate in a 30-item online survey. Items assessed health behaviors, perceived stress, resiliency, and preferences for wellness topics and program delivery formats. Respondents (n = 429 were 77% female and 57% Alaska Natives. CHA/Ps (n = 46 were more likely than all other employees (n = 383 to currently use tobacco (59% vs. 36%; p = 0.003. After adjusting for covariates, greater stress levels were associated (p = 0.013 with increased likelihood of tobacco use. Employees reported lower than recommended levels of physical activity; 74% had a Body Mass Index (BMI indicating overweight or obese. Top preferences for wellness topics were for eating healthy (55%, physical activity (50%, weight loss (49%, reducing stress (49%, and better sleep (41%. CHA/Ps reported greater interest in tobacco cessation than did other employees (37% vs. 21%; p = 0.016. Preferred program delivery format among employees was in-person (51%. The findings are important because tailored wellness programs have not been previously evaluated among employees of worksites serving Alaska Native people. Promoting healthy lifestyles among CHAP/s and other YKHC employees could ultimately have downstream effects on the health of Alaska Native patients and communities.

Tobacco use and preferences for wellness programs among health aides and other employees of an Alaska Native Health Corporation in Western Alaska.

Science.gov (United States)

Patten, Christi A; Bronars, Carrie A; Scott, Matthew; Boyer, Rahnia; Lando, Harry; Clark, Matthew M; Resnicow, Kenneth; Decker, Paul A; Brockman, Tabetha A; Roland, Agnes; Hanza, Marcelo

2017-06-01

This study assessed health behaviors and preferences for wellness programs among employees of a worksite serving Alaska Native-people. Village-based Community Health Aides/Practitioners (CHA/Ps) were compared with all other employees on health indicators and program preferences. Using a cross-sectional design, all 1290 employees at the Yukon Kuskokwim Health Corporation (YKHC) in Western Alaska were invited in 2015 to participate in a 30-item online survey. Items assessed health behaviors, perceived stress, resiliency, and preferences for wellness topics and program delivery formats. Respondents (n = 429) were 77% female and 57% Alaska Natives. CHA/Ps (n = 46) were more likely than all other employees (n = 383) to currently use tobacco (59% vs. 36%; p = 0.003). After adjusting for covariates, greater stress levels were associated (p = 0.013) with increased likelihood of tobacco use. Employees reported lower than recommended levels of physical activity; 74% had a Body Mass Index (BMI) indicating overweight or obese. Top preferences for wellness topics were for eating healthy (55%), physical activity (50%), weight loss (49%), reducing stress (49%), and better sleep (41%). CHA/Ps reported greater interest in tobacco cessation than did other employees (37% vs. 21%; p = 0.016). Preferred program delivery format among employees was in-person (51%). The findings are important because tailored wellness programs have not been previously evaluated among employees of worksites serving Alaska Native people. Promoting healthy lifestyles among CHAP/s and other YKHC employees could ultimately have downstream effects on the health of Alaska Native patients and communities.

Lifestyle Medicine-Related Cardiovascular Risk Factor Changes in Employees Participating in a Pharmacist-Run Risk Reduction Program

Directory of Open Access Journals (Sweden)

Yongyue Qi

2012-01-01

Full Text Available Cardiovascular disease (CVD remains the leading cause of death among American adults accounting for approximately one-third of all deaths. It has been shown, however, that the actual causes of death are related to lifestyle behaviors such as tobacco use, poor diet and physical activity and alcohol consumption. A pharmacist-run employee health program, started in 2008, sought to lower CVD risk through the use of individualized lifestyle behavior programming, medication therapy management, and care coordination activities. Following one year of participation in the program, employee participants were shown to significantly increase exercise quantity (p < 0.001, fruit and vegetable consumption (p < 0.001, and decrease self-reported stress level (p = 0.006. The percentage of program participants simultaneously adherent to the recommended levels of exercise, combined fruit and vegetable intake and tobacco abstinence at one-year was 34.5% vs. 5.5% at baseline. This compares with only 5.1% of the U.S. population adherent to the same three behaviors. Pharmacists can positively impact healthy lifestyle behaviors when working in an employee health setting.

Job stress among Iranian prison employees.

Science.gov (United States)

Akbari, J; Akbari, R; Farasati, F; Mahaki, B

2014-10-01

Exposure to job stress causes deleterious effects on physical and mental health of employees and productivity of organizations. To study work-related stressors among employees of prisons of Ilam, western Iran. In a cross-sectional study conducted from July to October 2013, 177 employees of Ilam prisons and security-corrective measures organization were enrolled in this study. The UK Health and Safety Executive Organization 35-item questionnaire for assessment of occupational stress was used to determine job stress among the studied employees. Job stress was highest among employees of "correction and rehabilitation center" of Ilam province followed by "Dalab vocational training center." There was no significant relationship between occupational stress and age, work experience, level of education, marital status, sex of employees, and obesity. Employees of prisons, for their nature of job and work environment, are exposed to high level of occupational stress.

Needs assessment and implementation of an employee assistance program: promoting a healthier work force.

Science.gov (United States)

Monfils, M K

1995-05-01

1. The functions of a continuous quality improvement tool used by Deming--the Plan, Do, Check, Act Cycle--can be applied to the assessment, implementation, and ongoing evaluation of an Employee Assistance Program (EAP). 2. Various methods are available to assess the need for an EAP. As much data as possible should be collected to qualify and quantify the need so that management can make an informed decision and develop measures to determine program effectiveness. 3. Once an EAP is implemented, it should be monitored continually against the effectiveness measures initially developed. Using a continuous quality improvement process, the occupational health nurse and the EAP provider can establish a dynamic relationship that allows for growth beyond the original design and increased effectiveness of service to employees.

Employee assistance programs: a workplace resource to address intimate partner violence.

Science.gov (United States)

Pollack, Keshia M; Austin, Whitney; Grisso, Jeane Ann

2010-04-01

Intimate partner violence (IPV) is a major public health problem with significant impact on the workplace. Employee assistance programs (EAPs) are a confidential benefit to assist employees and their families with a variety of problems that may negatively affect their job performance. The purpose of this systematic review is to study the extant literature to identify articles that have explored the role of EAPs in addressing IPV. We searched Medline, PsychINFO, and Cumulative Index of Nursing and Allied Health Literature (CINAHL) for English-language papers that have explored how EAPs can address IPV. Articles published through 2008 were included. Our review yielded nine articles, mostly from EAP-centered journals. Nearly all of the studies were published before the year 2000 and primarily describe the need for EAPs to be more engaged in preventing violence against women. Most of the studies were commentaries, often using case reports to support recommendations on how EAPs could address IPV. Results from the two intervention studies revealed close connections between EAP clients being treated for alcoholism and IPV perpetration and the effectiveness of a standardized tool to identify EAP clients experiencing IPV. Research in this area is in its infancy, and more studies are needed to inform the formulation of evidence-based policies and programs that guide the role of EAPs in addressing IPV. The lack of research on how EAPs address IPV is alarming, as many employers state that they often refer employees affected by IPV to the EAP for assistance.

Employee Assistance Programs in Higher Education. Alcohol, Mental Health and Professional Development Programming for Faculty and Staff.

Science.gov (United States)

Thoreson, Richard W., Ed.; Hosokawa, Elizabeth P., Ed.

The promotion of employee assistance programs (EAP) in higher education is considered in 24 chapters, with an emphasis on enhancing resources and the academic environment for faculty and staff. Seven topical areas are addressed: history of EAP; characteristics of higher education; alcoholism and other risks in the academic life-style; EAP models…

Legal and policy issues associated with monitoring employee E-mail

Energy Technology Data Exchange (ETDEWEB)

Segura, M.A.; Rither, A.C.

1997-01-01

This paper examines the legal issues involved with employer monitoring of employee e-mail. In addition to identifying pertinent legal issues, the paper provides guidelines that will help the Pacific Northwest National Laboratory (PNNL) establish a program for monitoring outgoing e-mail to insure compliance with company policies, particularly those regarding protection of trade secrets and proprietary information, and to comply with the Department of Energy`s (DOE) procedures for protecting Export Controlled Information (ECI). Electronic communication has allowed companies to enhance efficiency, responsiveness and effectiveness. E-mail allows employees to transmit all types of data to other individuals inside and outside of their companies. The ease with which information can be transmitted by e-mail has placed trade secrets, proprietary information, and other sensitive data at risk from inadvertent disclosure by employees. As employers attempt to protect their interests through measures such as monitoring e-mail, they may expose themselves to liability under federal and state laws for violating employee privacy. Business use of e-mail has proliferated so rapidly that the federal and state legal systems have not been able to adequately address the issues arising out of its use in the workplace.

Evaluation of a multicomponent workplace health promotion program conducted in Japan for improving employees' cardiovascular disease risk factors.

Science.gov (United States)

Muto, T; Yamauchi, K

2001-12-01

The long-term effectiveness of multicomponent worksite health promotion programs targeting cardiovascular disease risk factors remains unclear in Japan. This study was conducted to evaluate the effectiveness of such a health promotion program consisting of a main program provided over 4 days and a follow-up program provided over 1 year. The subjects of this randomized controlled trial were male employees working for a building maintenance company in Japan. The intervention group (n = 152) and the control group (n = 150) consisted of employees having abnormal findings in at least one of the following items at baseline health examination: body mass index (BMI), systolic (SBP) or diastolic blood pressure, total cholesterol, HDL cholesterol, triglycerides, and fasting blood glucose. Evaluation was conducted at 18 months after the main program. BMI, SBP, total cholesterol, and triglycerides improved significantly in the intervention group compared with the control group (P < 0.05). When comparisons were limited to those who showed abnormality at baseline, BMI, total cholesterol, and triglycerides improved significantly in the intervention group (P < 0.05). The multicomponent health promotion program provided to employees was shown to be effective in improving obesity, high blood pressure, and hyperlipidemia when evaluated 18 months after the main intervention program. Copyright 2001 American Health Foundation and Elsevier Science.

AN EXPLORATORY STUDY OF THE RELATIONSHIP BETWEEN NON-MONETARY WELFARE PROGRAMS AND EMPLOYEE PERFORMANCE AMONG NON-TEACHING STAFF IN INSTITUTIONS OF HIGHER LEARNING IN KENYA

OpenAIRE

Linda Njeru; Abel M. Moguche; Fredrick M. Mutea

2017-01-01

Welfare programs are concerned with the total wellbeing of employees both at work and at home. Non-monetary welfare programs in the workplace are offered by employers in the hope of winning the satisfaction index of an employee and hence increasing employee engagement and commitment, which equally translate to increased productivity, reduced turnover and enhanced employee loyalty. Several experts assert that non-monetary welfare programmes have long lasting effects on employee performance sin...

Impact of a health promotion program on employee health risks and work productivity.

Science.gov (United States)

Mills, Peter R; Kessler, Ronald C; Cooper, John; Sullivan, Sean

2007-01-01

Evaluate the impact of a multicomponent workplace health promotion program on employee health risks and work productivity. Quasi-experimental 12-month before-after intervention-control study. A multinational corporation headquartered in the United Kingdom. Of 618 employees offered the program, 266 (43%) completed questionnaires before and after the program. A total of 1242 of 2500 (49.7%) of a control population also completed questionnaires 12 months apart. A multicomponent health promotion program incorporating a health risk appraisal questionnaire, access to a tailored health improvement web portal, wellness literature, and seminars and workshops focused upon identified wellness issues. Outcomes were (1) cumulative count of health risk factors and the World Health Organization health and work performance questionnaire measures of (2) workplace absenteeism and (3) work performance. After adjusting for baseline differences, improvements in all three outcomes were significantly greater in the intervention group compared with the control group. Mean excess reductions of 0.45 health risk factors and 0.36 monthly absenteeism days and a mean increase of 0.79 on the work performance scale were observed in the intervention group compared with the control group. The intervention yielded a positive return on investment, even using conservative assumptions about effect size estimation. The results suggest that a well-implemented multicomponent workplace health promotion program can produce sizeable changes in health risks and productivity.

Effects of an Employee Wellness Program on Physiological Risk Factors, Job Satisfaction, and Monetary Savings in a South Texas University

Science.gov (United States)

Hamilton, Jacqueline

2009-01-01

An experimental study was conducted to investigate the effects of an Employee Wellness Program on physiological risk factors, job satisfaction, and monetary savings in a South Texas University. The non-probability sample consisted of 31 employees from lower income level positions. The employees were randomly assigned to the treatment group which…

Survey of Programs Designed to Improve Employee Morale in Seven Major American Shipyards

National Research Council Canada - National Science Library

1992-01-01

... and therefore his productivity. This study is purposely limited to those employee morale improvement programs which were designed to improve productivity and which in the opinion of management did, in fact, cause an increase in productivity whether or not that increase in productivity is quantifiable.

Increasing health insurance coverage through an extended Federal Employees Health Benefits Program.

Science.gov (United States)

Fuchs, B C

2001-01-01

The Federal Employees Health Benefits Program (FEHBP) could be combined with health insurance tax credits to extend coverage to the uninsured. An extended FEHBP, or "E-FEHBP," would be open to all individuals who were not covered through work or public programs and who also were eligible for the tax credits on the basis of income. E-FEHBP also would be open to employees of very small firms, regardless of their eligibility for tax credits. Most plans available to FEHBP participants would be required to offer enrollment to E-FEHBP participants, although premiums would be rated separately. High-risk individuals would be diverted to a separate high-risk pool, the cost of which would be subsidized by the federal government. E-FEHBP would be administered by the states, or if a state declined, by an entity that contracted with the Office of Personnel Management. While E-FEHBP would provide group insurance to people who otherwise could not get it, premiums could exceed the tax-credit amount and some people still might find the coverage unaffordable.

Surveillance program for former PCB-exposed workers of a transformer and capacitor recycling company, family members, employees of surrounding companies, and area residents--executive summary.

Science.gov (United States)

Kraus, Thomas; Gube, Monika; Lang, Jessica; Esser, Andre; Sturm, Walter; Fimm, Bruno; Willmes, Klaus; Neulen, Joseph; Baron, Jens Malte; Merk, Hans; Schettgen, Thomas; Konrad, Kerstin; Deisz, Sabine; Rink, Lothar; Hagmann, Michael; Fillies, Birgit; Zschiesche, Wolfgang; Wittsiepe, Jürgen; Wilhelm, Michael

2012-01-01

In a German company polychlorinated biphenyls (PCB)-containing transformers and capacitors were recycled on a large scale. Human biomonitoring revealed a high PCB body burden in workers of the recycling company, in surrounding locations of this plant, in companies in the neighborhood of this plant, and in family members of these employees. In order to clarify whether possible adverse health effects occurred or may occur in the future, a prospective surveillance program was initiated. After an extensive literature search, an interdisciplinary group of experts developed a surveillance program based on current knowledge with respect to possible adverse health effects that might occur in the recycling process of transformers and capacitors. Exposure to various hazardous substances (PCB, polychlorinated dibenzo-p-dioxins and dibenzo-furans [PCDD/F], metals, solvents) was considered. Criteria derived from human biomonitoring results of PCB were used for admission to the program. Participants in the surveillance program are first informed about risks and aims of the program. Subsequently, physicians started a detailed documentation of participants' general and occupational history, with their complaints, diseases, and nutritional habits, as well as information regarding their living areas, by means of a standardized questionnaire. In addition, separate examinations were performed to detect possible neurological, immunological, (neuro)psychological, hormonal, and skin effects. Moreover, DNA exposure as assessed by the comet assay and antioxidative status were determined. The program will be offered at yearly intervals for 3 years, and then at 5 and 10 years after program onset. Until now the program has proved to be feasible, and acceptance among workers and their families has been high. Based on the results, criteria will be developed to define adverse health effects that might be attributable to a hazardous substance exposure.

The Invisible Employee: University Housekeeping Employees' Perceptions of Physical Activity.

Science.gov (United States)

Das, Bhibha M; Sartore-Baldwin, Melanie; Mahar, Matthew T

2016-09-01

A significant literature links race and socioeconomic status with physical inactivity and negative health outcomes. The aim of this study was to explore physical activity (PA) perceptions of an underserved, lower socioeconomic minority sector of the workforce. Two focus groups were conducted to examine university housekeepers' perceptions of physical activity. Demographic and anthropometric data were also obtained. Participants (N = 12; 100% female, 100% African-American) overwhelmingly associated PA with traditional exercise (eg, going to a gym). The most important barrier to PA was the perception of being active on the job, thus not needing to do leisure time PA. The most important perceived benefit to PA was improvement of physical and mental health. Employees perceived that a university investment in employees' health might improve morale, especially within low-pay employee sectors where low levels of job satisfaction may be present. Although perceived benefits to PA in this population are consistent with other employee sectors, perceived barriers to PA may be unique to this sector of the workforce. PA promotion programs should focus on providing resources as well as guidelines that demonstrate the need for PA outside of the workplace setting. Such programs may improve employee health, morale, and productivity.

Job Stress among Iranian Prison Employees

Directory of Open Access Journals (Sweden)

J Akbari

2014-09-01

Full Text Available Background: Exposure to job stress causes deleterious effects on physical and mental health of employees and productivity of organizations. Objective: To study work-related stressors among employees of prisons of Ilam, western Iran. Methods: In a cross-sectional study conducted from July to October 2013, 177 employees of Ilam prisons and security-corrective measures organization were enrolled in this study. The UK Health and Safety Executive Organization 35-item questionnaire for assessment of occupational stress was used to determine job stress among the studied employees. Results: Job stress was highest among employees of “correction and rehabilitation center” of Ilam province followed by “Dalab vocational training center.” There was no significant relationship between occupational stress and age, work experience, level of education, marital status, sex of employees, and obesity. Conclusion: Employees of prisons, for their nature of job and work environment, are exposed to high level of occupational stress.

Pregnant Employee Protection Program in a Large Chemical Company.

Science.gov (United States)

Frey, Gunild; Schuster, Michael; Oberlinner, Christoph; Queier-Wahrendorf, Annette; Lang, Stefan; Yong, Mei

2015-09-01

To assess whether a structured employee protection program for pregnant workers at a chemical company has an impact on pregnancy outcomes. Reported pregnancies (n = 1402) between 2003 and 2010 and their outcomes were documented using questionnaires at the time of pregnancy report, end of pregnancy, and 1 year later. Potential maternal exposures were assessed using job histories, workplace inspections, and questionnaires. Participation was 86% overall and was consistently high across subgroups.Pregnancy losses (10.9%), pregnancy complications, and preterm births (8.1%) were in agreement with rates in the general population and were independent of type of work and maternal exposure category. Pregnancy complication rates in this chemical company are not statistically elevated than that in the general population, as suggested in a previous study. The protection program may play a role in preventing complications that may have occurred.

Tobacco use and preferences for wellness programs among health aides and other employees of an Alaska Native Health Corporation in Western Alaska

OpenAIRE

Christi A. Patten; Carrie A. Bronars; Matthew Scott; Rahnia Boyer; Harry Lando; Matthew M. Clark; Kenneth Resnicow; Paul A. Decker; Tabetha A. Brockman; Agnes Roland; Marcelo Hanza

2017-01-01

This study assessed health behaviors and preferences for wellness programs among employees of a worksite serving Alaska Native-people. Village-based Community Health Aides/Practitioners (CHA/Ps) were compared with all other employees on health indicators and program preferences. Using a cross-sectional design, all 1290 employees at the Yukon Kuskokwim Health Corporation (YKHC) in Western Alaska were invited in 2015 to participate in a 30-item online survey. Items assessed health behaviors, pe...

Employee response to a company-sponsored program of colorectal and prostate cancer screening.

Science.gov (United States)

Myers, R E; Vernon, S W; Carpenter, A V; Balshem, A M; Lewis, P G; Wolf, T A; Hilbert, J; DeFonso, L R; Ross, E A

1997-01-01

Studies done in the mid-1970s documented increased risk for respiratory cancer and leukemia among employees in a chemical company manufacturing plant where chloromethyl ethers were used in production from 1948 to 1971. In the late 1980s, the company informed current and former employees about the results of follow-up studies which showed a moderation of risk of respiratory cancer and leukemia. New data showing elevated rates of mortality from colorectal, prostate, bladder, and pancreatic cancer in the population were also reported. Via mailed correspondence, the company made a no-cost program of colorectal and prostate cancer screening available to employees upon request; and information about bladder and pancreatic cancer was made available. Thirteen percent of employees in the population indicated interest in colorectal and prostate cancer screening (response). Thirty-one percent of these responders were screened (adherence). Multivariate analyses showed that education and length of employment in the plant were positively associated with response. Being white was positively associated with response for younger workers; while among older workers being male was positively associated with response. In terms of adherence, we found that older, more highly educated workers were more likely to have a screening examination. Findings indicate that employee participation in workplace-sponsored colorectal and prostate cancer screening can vary according to worker sociodemographic factors and length of employment in areas of potential exposure.

10 CFR 707.6 - Employee assistance, education, and training.

Science.gov (United States)

2010-01-01

....6 Employee assistance, education, and training. Contractor programs shall include the following or appropriate alternatives: (a) Employee assistance programs emphasizing preventive services, education, short... provided by the contractor's employee assistance program, except as provided for in the contractor's...

77 FR 67743 - Federal Employees Health Benefits Program Coverage for Certain Intermittent Employees

Science.gov (United States)

2012-11-14

... employees who work on intermittent schedules eligible to be enrolled in a health benefits plan under the... put their health and safety at risk in order to assist those who have been affected by the storm... health insurance coverage based on the potentially diverse work schedules of intermittent employees...

Preserving Employee Privacy in Wellness.

Science.gov (United States)

Terry, Paul E

2017-07-01

The proposed "Preserving Employee Wellness Programs Act" states that the collection of information about the manifested disease or disorder of a family member shall not be considered an unlawful acquisition of genetic information. The bill recognizes employee privacy protections that are already in place and includes specific language relating to nondiscrimination based on illness. Why did legislation expressly intending to "preserve wellness programs" generate such antipathy about wellness among journalists? This article argues that those who are committed to preserving employee wellness must be equally committed to preserving employee privacy. Related to this, we should better parse between discussions and rules about commonplace health screenings versus much less common genetic testing.

Assessment of Native Languages for Food Safety Training Programs for Meat Industry Employees

Science.gov (United States)

Olsen, Sherrlyn S.; Cordray, Joseph C.; Sapp, Stephen; Sebranek, Joseph G.; Anderson, Barbara; Wenger, Matt

2012-01-01

Challenges arise when teaching food safety to culturally diverse employees working in meatpacking and food manufacturing industries. A food safety training program was developed in English, translated into Spanish, and administered to 1,265 adult learners. Assessments were conducted by comparing scores before and immediately following training.…

[Employee assistance program].

Science.gov (United States)

Shima, Satoru; Tanaka, Katsutoshi; Ohba, Sayo

2002-03-01

Recently the EAP has received much attention in Japan. The first EAP service in the US was conducted by employees who had recovered from alcohol problems. In the early days EAP providers focused on addiction, but mainly after 1980 they expanded their service areas to include mental health, marital problems, legal problems and financial problems. In Japan the EAP was first received attention as a counseling resource outside the workplace where employees could seek professional help confidentially, but the main reasons why this system now interests employers are as a risk-management tool and an outsourcing of mental health services, since the growing number of mental health cases in the workplace has been a big issue for employers. Two movements have also contributed to more recognition of the EAP: one is guidelines on compensation for mental health cases in the workplace and the other is guidelines on mental health promotion in the workplace. There are four types of EAP systems: internal EAP, external EAP, combination EAP, and consortium EAP. EAP core technology consists of 8 functions including problem identification, Crisis intervention, Short-term intervention, Consultation with work organization leader. The literature on cost-benefit analysis of the EAP is very limited. Although the available data suggest that the EAP is highly cost-effective, further studies are needed with the sufficient statistical quality. In Japan the most important issues in the EAP are the standardization and quality assurance of EAP services. For this purpose development of a good educational system for EAP professionals is needed.

Radiation protection program of Petrobras in industrial radiography area

International Nuclear Information System (INIS)

Signorini, M.

1988-01-01

Industrial hygiene has as main purpose the preservation of employees physical integrity when exposed to certain agressive agents. PETROBRAS Industrial hygiene program forecasts preventive policies in several specific fields. For the ionizing radiations area it was developed the ''Radiologic Protection Program'' which also deals with specific actions in industrial radiography jobs. These actions are hereinafter presented. (C.M.) [pt

A Proposal to Increase Employee Performance Through Employee Engagement Survey in PT KBI

OpenAIRE

Harvid, Albertus; Gustomo, Aurik

2013-01-01

PT. Karunia Berca Indonesia (KBI) is one of the best steel galvanizing factory in Indonesia. KBI have some problems like lack of willingness to train, lack of employee development program, and lack of facilities. That 3 factors are performance indicator. Low on employee performance will decrease the revenue. With root cause analysis can be found the main problem in PT KBI is lack of performance. To increase employee performance, KBI must determine the engagement for the employee using employe...

Analyzing best practices in employee health management: how age, sex, and program components relate to employee engagement and health outcomes.

Science.gov (United States)

Terry, Paul E; Grossmeier, Jessica; Mangen, David J; Gingerich, Stefan B

2013-04-01

Examine the influence of employee health management (EHM) best practices on registration, participation, and health behavior change in telephone-based coaching programs. Individual health assessment data, EHM program data, and health coaching participation data were analyzed for associations with coaching program enrollment, active participation, and risk reduction. Multivariate analyses occurred at the individual (n = 205,672) and company levels (n = 55). Considerable differences were found in how age and sex impacted typical EHM evaluation metrics. Cash incentives for the health assessment were associated with more risk reduction for men than for women. Providing either a noncash or a benefits-integrated incentive for completing the health assessment, or a noncash incentive for lifestyle management, strengthened the relationship between age and risk reduction. In EHM programs, one size does not fit all. These results can help employers tailor engagement strategies for their specific population.

Social work role in developing and managing employee assistance programs in health care settings.

Science.gov (United States)

Foster, Z; Hirsch, S; Zaske, K

1991-01-01

The hospital setting presents special needs for an Employee Assistance Program and special complications for sponsorship, development, and maintenance. What has been learned, how certain problems can be solved or avoided, how responsibility and accountability can be negotiated are presented by a team that has successfully established such a program at a large metropolitan medical center. In addition to successes, some unsolved problems are identified for further study.

Job risk and employee substance use: the influence of personal background and work environment factors.

Science.gov (United States)

Lehman, Wayne E K; Bennett, Joel B

2002-01-01

Previous studies have noted that employees who work in jobs with physical risk report more substance use than employees working in nonrisky jobs. This study examined the extent to which this relationship could be explained by personal background, specifically general deviance or psychosocial functioning, or work characteristics, including job stressors, organizational bonding, or work group drinking climate. Results from two worksites (ns = 943, 923) indicated that the relationship of job risk and alcohol problems could be fully explained by personal characteristics, particularly deviant behavior styles. Interaction effects were also found. Employees with more deviance indicators were particularly susceptible to recent drug use and problem drinking when they worked in drinking climates or exposed to co-worker drinking. These results suggest the joint influence of personal and job factors and support prevention programs that target the workplace social environment.

Employee recognition: a key to motivation.

Science.gov (United States)

Magnus, M

1981-02-01

Productivity--why it's low and how to enhance it--is on everyone's mind these days. A major component of productivity is employee satisfaction. If an employee is dissatisfied, feels unappreciated or under-compensated, that employee will not perform to the best of his or her ability. How is the personnel administrator to address this pressing problem? One answer that emerges is employee recognition programs. In many cases, properly run recognition programs can boost awareness of the organization, build employee pride, raise morale and, ultimately, increase productivity. As some of our respondents observed, higher salary is not the best answer. While a larger paycheck is always appreciated, everyone's pride is boosted by a public demonstration of appreciation.

A Review of Research Methods Used to Examine Employee Assistance Program Delivery Options.

Science.gov (United States)

Csiernik, Rick

1995-01-01

This review of literature on Employee Assistance Programs (EAPs) focuses on EAP delivery options. More than half of the 48 studies reviewed used a case study approach. EAPs provided by on-staff professionals were the most frequently discussed delivery option, although this is not the most dominant form of EAP provision. (SLD)

A brief intervention for at-risk drinking in an employee assistance program.

Science.gov (United States)

Osilla, Karen Chan; Zellmer, Steven P; Larimer, Mary E; Neighbors, Clayton; Marlatt, G Alan

2008-01-01

The current pilot study examined the preliminary efficacy of a brief intervention (BI) for at-risk drinking in an employee assistance program. Clients (N = 107) entering the employee assistance program (EAP) for mental health services were screened and met criteria for at-risk drinking. EAP therapists were randomly assigned to deliver either the BI plus EAP services as usual (SAU) or SAU only. Participants in the final analyses consisted of 44 BI + SAU (30 women, 14 men) and 30 SAU (21 women, 9 men) EAP clients who completed a 3-month follow-up. Results suggested that participants in the BI + SAU group had significant reductions in peak blood alcohol concentration, peak quantity, and alcohol-related consequences compared with the SAU group. Men in the BI + SAU group had greater reductions in alcohol-related problems compared with men in the SAU group. Groups did not differ by number of total EAP sessions attended or rates of presenting problem resolution. Results provide preliminary evidence to support the integration of alcohol screening and BI as a low-cost method of intervening with clients with at-risk drinking in the context of co-occurring presenting problems.

Medication Adherence Improvements in Employees Participating in a Pharmacist-Run Risk Reduction Program

Directory of Open Access Journals (Sweden)

Mallory C. McKenzie

2012-01-01

Full Text Available Objective: To evaluate the medication adherence of individuals participating in a pharmacist-run employee health Cardiovascular and Diabetes Risk Reduction Program. Design: Retrospective analysis of medication adherence using pharmacy refill data. Setting: A medium sized university located in the Midwest United States and the organization's outpatient pharmacy. Participants: 38 participants ≥ 18 years of age, employed and receiving their health insurance through the organization, and have a diagnosis of hypertension, hyperlipidemia, diabetes mellitus, or a combination thereof. Intervention: Participation in the risk reduction program that emphasizes medication therapy management (MTM, lifestyle medicine and care coordination. Main Outcome Measures: The Proportion of Days Covered (PDC and the Medication Possession Ratio (MPR. Results: PDC and MPR analysis showed a statistically significant improvement in medication adherence for 180 days and 360 days post enrollment versus the 180 days prior to enrollment (P<0.01. The PDC analysis demonstrated a statistically significant improvement in the number of medications that achieved a PDC ≥ 80% (high adherence for the 180 days post enrollment versus the 180 days prior to enrollment (+30%, P<0.01. The MPR analysis showed a non-statistically significant improvement in the number of medications that achieved an MPR ≥ 80% (high adherence pre enrollment versus post enrollment (+10%, P=0.086. The percentage of participants in the program that reached a PDC and MPR adherence rate ≥ 80% at 180 days post enrollment was 78.9% and 94.4%, respectively which exceeds that of a matched cohort that reached a PDC and MPR adherence rate ≥ 80% of 66.4% and 82.8%, respectively. Conclusion: Pharmacists can improve medication adherence as measured by PDC and MPR when working with employees enrolled in a novel pharmacist-run employee health risk reduction program. Medication adherence was shown to be sustainable for

Reducing stress to minimize injury: the nation's first employee assistance program for dairy farmers.

Science.gov (United States)

Dickens, Steven; Dotter, Earl; Handy, Myra; Waterman, Louise

2014-01-01

This commentary describes the nation's first Employee Assistance Program (EAP) for dairy farmers. It discusses (1) the significant financial strain and emotional stress experienced by Vermont's dairy farmers reaching dangerous levels; (2) the effect of stress and anxiety on workplace safety; and (3) the highly effective role of an EAP in reducing stress. The commentary depicts the Farm First program model of prevention and early intervention services for dairy farmers that include short-term solution-focused counseling, resources, and referrals to help farmers address the stressors they confront daily. The Farm First program mitigates depression, anxiety, financial and legal problems, family issues, and other stressors on farms that are correlated with accidents, on-the-job injuries, disability, and harm to self or others. EAPs specifically have been shown to reduce on-the-job injuries by reducing employee stress. Ultimately the program has seen good usage commensurate with that at any place of employment. Further, in addition to seeking help for themselves, a number of farmers have used this management consultation service to obtain assistance with farm worker issues. Although the authors have not systematically studied this approach, it shows promise and the authors encourage its duplication and further study in other states.

The effect of an enhanced employee assistance program (EAP) intervention on EAP utilization.

Science.gov (United States)

Zarkin, G A; Bray, J W; Karuntzos, G T; Demiralp, B

2001-05-01

An enhanced employee assistance program (EAP) intervention was developed that delivers comprehensive EAP outreach services to all employees who may have alcohol-related and other workplace problems; standard EAP materials traditionally targeted at white men were enhanced to include women and minorities. This study evaluates whether the enhanced EAP intervention increased EAP utilization. The enhanced EAP intervention was developed at a large community-based not-for-profit EAP located in Rockford, Illinois. Two primary worksites and 16 other newly contracted worksites received the enhanced EAP intervention and served as intervention sites; the 107 other worksites serviced by the EAP were used as comparison sites. We used time series data from 1991 to 1998 and included repeated measures on each firm's quarterly EAP utilization. The enhanced EAP intervention increased the mean number of women and minority cases per worksite by 58%, white male cases by 45% and total EAP cases by 53%. This study shows that, for a modest cost, the enhanced EAP intervention successfully increased utilization of EAP by all employees, especially utilization by women and minority employees. It also shows that traditional EAP services and outreach materials can be made more appealing to women and minorities without adversely affecting their utilization by white men.

Employee health services integration: meeting the challenge. Successful program.

Science.gov (United States)

Lang, Y C

1998-02-01

1. The first step of a successful Employee Health Service integration is to have a plan supported by management. The plan must be presented to the employees prior to implementation in a "user friendly" manner. 2. Prior to computerization of employee health records, a record order system must be developed to prevent duplication and to enhance organization. 3. Consistency of services offered must be maintained. Each employee must have the opportunity to receive the same service. Complexity of services will determine the site of delivery. 4. Integration is a new and challenging development for the health care field. Flexibility and brainstorming are necessary in an attempt to meet both employee and employer needs.

Factors driving employee participation in corporate BYOD programs: A cross-national comparison from the perspective of future employees

Directory of Open Access Journals (Sweden)

Xuequn Wang

2017-11-01

Full Text Available As individuals all around the world increasingly use mobile devices in their daily life, their desire to use the same devices in the workplace continuously grows. In response, organizations are more and more allowing their employees to use their own devices for both business and private purposes and offer so called ‘Bring-your-own-Device’ (BYOD programs. For organizations with global operations there is a need to examine the drivers of BYOD demand across different national cultures to assess how to develop a successful BYOD program. Based on recent literature on BYOD, we examine how different factors contribute to employees’ behavioural intention to participate in a BYOD program across different national cultures. The model was examined by surveying students from China, Germany and U.S. in their final term. The results show significant cross-cultural differences, particularly regarding the 'Perceived Threats'. Overall this study offers novel insights for cross cultural BYOD implementations.

The prevalence and impact of depression in self-referred clients attending an employee assistance program.

Science.gov (United States)

Lam, Raymond W; Wolinsky, Debra; Kinsella, Cynthia; Woo, Cindy; Cayley, Paula M; Walker, Anne B

2012-11-01

To determine the prevalence and characteristics of clients with depression attending an employee assistance program (EAP). Anonymized data were obtained from 10,794 consecutive clients, including 9105 employees, self-referred to PPC Canada, a large, external EAP. Assessment measures included the self-rated nine-item Patient Health Questionnaire (PHQ-9). Clinical characteristics of depressed clients (PHQ-9 score ≥ 10) were compared with those of nondepressed clients. Thirty-seven percent of the employee sample met PHQ-9 criteria for clinically significant depression. Compared with clients without depression, they had significantly higher rates of anxiety, psychotropic medication use, problem substance use, global problems with functioning, absenteeism, impairment in work-related tasks, and low job satisfaction. A large proportion of EAP clients were clinically depressed with associated negative effects on personal and occupational functioning.

78 FR 35945 - Request for Comments on Security Training Programs for Surface Mode Employees

Science.gov (United States)

2013-06-14

... million for training projects. Similarly, under the Intercity Bus Security Grant Program (IBSGP), which... related to the security elements in Table 1, per employee? (Please indicate whether this includes travel... on the size and scope of the exercise, including the phases of an exercise, travel expenses for...

Lung function in fragrance industry employees.

Science.gov (United States)

Dix, G R

2013-07-01

Production employees in the UK fragrance industry are exposed to large numbers of chemical substances and mixtures. There is a lack of published literature describing the effects of occupational respiratory exposure in this industry. To investigate whether occupational respiratory exposure to chemicals in the UK fragrance industry is linked to a statistically significant change in lung function as measured using spirometry. A multi-site cross-sectional study in which five UK companies took part, comprising an exposed group (fragrance production and associated functions) and a control group (non-exposed industry employees, e.g. office staff). Spirometric measurements (forced expiratory volume in 1 second, forced vital capacity and peak expiratory flow) were taken pre- and post-shift. Participants provided information on potential confounding factors (smoking, history of respiratory problems and body mass index). Post-shift measurements were compared between groups, using analysis of covariance to adjust for the baseline pre-shift measurements. A total of 112 subjects participated: 60 in the exposed group and 52 in control group (response rate 33 and 24%, respectively). Adjusted mean differences in post-shift spirometric measurements between exposed and control groups were not statistically significant. No significant effects were observed on the spirometric performance of the study population. This work is the first step in a novel area of research, and the industry would benefit from further such research.

Ergonomic office design and aging: a quasi-experimental field study of employee reactions to an ergonomics intervention program.

Science.gov (United States)

May, Douglas R; Reed, Kendra; Schwoerer, Catherine E; Potter, Paul

2004-04-01

A naturally occurring quasi-experimental longitudinal field study of 87 municipal employees using pretest and posttest measures investigated the effects of an office workstation ergonomics intervention program on employees' perceptions of their workstation characteristics, levels of persistent pain, eyestrain, and workstation satisfaction. The study examined whether reactions differed between younger and older employees. Results revealed that workstation improvements were associated with enhanced perceptions of the workstation's ergonomic qualities, less upper back pain, and greater workstation satisfaction. Among those experiencing an improvement, the perceptions of workstation ergonomic qualities increased more for younger than older employees, supporting the "impressionable years" framework in the psychological literature on aging. Implications for human resources managers are discussed.

5 CFR 831.206 - Continuation of coverage for former Federal employees of the Civilian Marksmanship Program.

Science.gov (United States)

2010-01-01

... individual's retirement records. (d) The Corporation must withhold from the pay of an individual described by paragraph (a) of this section an amount equal to the percentage withheld from the pay of a Federal employee... support the Civilian Marksmanship Program as of the day before the date of the transfer of the Program to...

Schools Shape Up with Employee Wellness.

Science.gov (United States)

Kaldy, Joanne

1985-01-01

Increasingly, schools are beginning employee wellness programs, which encourage employees to make personal commitments to life-style changes that will increase their productivity and generally improve their health. This article provides an introduction to wellness programs, lists advantages, and tells how to start one and make it work. (DCS)

Human Resources Management: Onboarding Program and Trainer's Guide for Charter School Employees

Science.gov (United States)

Cook, Jeannette

2016-01-01

The applied dissertation project focused on the development of a comprehensive onboarding program and Trainer's Guide specifically developed for charter school management employees. Charter school education has grown significantly in the last several decades with over 6,100 charter schools that are currently serving students nationwide. Formal or…

48 CFR 725.703 - Contractor employees.

Science.gov (United States)

2010-10-01

... 48 Federal Acquisition Regulations System 5 2010-10-01 2010-10-01 false Contractor employees. 725... SOCIOECONOMIC PROGRAMS FOREIGN ACQUISITION Source, Origin, and Nationality 725.703 Contractor employees. (a... on employees or consultants of either contractors or subcontractors providing services under an USAID...

5 CFR 410.303 - Employee responsibilities.

Science.gov (United States)

2010-01-01

... Establishing and Implementing Training Programs § 410.303 Employee responsibilities. Employees are responsible... training needed to improve individual and organizational performance and identify methods to meet those... 5 Administrative Personnel 1 2010-01-01 2010-01-01 false Employee responsibilities. 410.303...

The Role of Leadership Support for Health Promotion in Employee Wellness Program Participation, Perceived Job Stress, and Health Behaviors.

Science.gov (United States)

Hoert, Jennifer; Herd, Ann M; Hambrick, Marion

2018-05-01

The purpose of the study was to explore the relationship between leadership support for health promotion and job stress, wellness program participation, and health behaviors. A cross-sectional survey design was used. Four worksites with a range of wellness programs were selected for this study. Participants in this study were employees (n = 618) at 4 organizations (bank, private university, wholesale supplier, and public university) in the southeastern United States, each offering an employee wellness program. Response rates in each organization ranged from 3% to 34%. Leadership support for health promotion was measured with the Leading by Example instrument. Employee participation in wellness activities, job stress, and health behaviors were measured with multi-item scales. Correlation/regression analysis and descriptive statistics were used to analyze the relationships among the scaled variables. Employees reporting higher levels of leadership support for health promotion also reported higher levels of wellness activity participation, lower job stress, and greater levels of health behavior ( P = .001). To ascertain the amount of variance in health behaviors accounted for by the other variables in the study, a hierarchical regression analysis revealed a statistically significant model (model F 7,523 = 27.28; P = .001), with leadership support for health promotion (β = .19, t = 4.39, P = .001), wellness activity participation (β = .28, t = 6.95, P stress (β = -.27, t = -6.75, P ≤ .001) found to be significant predictors of health behaviors in the model. Exploratory regression analyses by organization revealed the focal variables as significant model predictors for only the 2 larger organizations with well-established wellness programs. Results from the study suggest that employees' perceptions of organizational leadership support for health promotion are related to their participation in wellness activities, perceived job stress levels, and health behaviors.

The Effect of Financial Leverage, Employee Stock Ownership Program and Firm Size on Firm Performance of Companies Listed in Indonesia Stock Exchange

Directory of Open Access Journals (Sweden)

Nurainun Bangun

2017-07-01

Full Text Available The purpose of this research is to examine and to obtain affected empirical evidence of financial leverage, firm size and employee stock ownership program (ESOP to firm performance in manufacturing company in Indonesian Stock Exchange on 2013-2015. Independent variables in this research are Financial Leverage (DER, Firm Size and Employee Stock Ownership Program (ESOP. Dependent variables in this research are Return on Assets (ROA and Return On Equity (ROE. The results Showed that the simultaneous test of three independent variables Significantly afftected to the ROA and ROE. The partial tests of Financial Leverage (proxy DER and Firm Size Significantly affected to ROA and ROE. But, the results Showed that the Employee Stock Ownership Program (ESOP did not Affect to ROA and ROE.

Effects of a job crafting intervention program on work engagement among Japanese employees: a pretest-posttest study

OpenAIRE

Sakuraya, Asuka; Shimazu, Akihito; Imamura, Kotaro; Namba, Katsuyuki; Kawakami, Norito

2016-01-01

Abstract Background Job crafting, an employee-initiated job design/redesign, has become important for employees’ well-being such as work engagement. This study examined the effectiveness of a newly developed job crafting intervention program on work engagement (as primary outcome), as well as job crafting and psychological distress (as secondary outcomes), using a pretest-posttest study design among Japanese employees. Methods Participants were managers of a private company and a private psyc...

Employee assistance programs: a prevention and treatment prescription for problems in health care organizations.

Science.gov (United States)

Rotarius, T; Liberman, A; Liberman, J S

2000-09-01

Employee assistance programs (EAPs) are a by-product of community-based mental health services--making behavioral care available in an outpatient ambulatory setting. This manuscript outlines an application of EAPs to health care workers and the multiplicity of challenges they must confront and describes the importance of timely intervention and support.

Improve employee engagement to retain your workforce.

Science.gov (United States)

Tullar, Jessica M; Amick, Benjamin C; Brewer, Shelley; Diamond, Pamela M; Kelder, Steven H; Mikhail, Osama

2016-01-01

Turnover hurts patient care quality and is expensive to hospitals. Improved employee engagement could encourage employees to stay at their organization. The aim of the study was to test whether participants in an employee engagement program were less likely than nonparticipants to leave their job. Health care workers (primarily patient care technicians and assistants, n = 216) were recruited to participate in an engagement program that helps employees find meaning and connection in their work. Using human resources data, we created a longitudinal study to compare participating versus nonparticipating employees in the same job titles on retention time (i.e., termination risk). Participants were less likely to leave the hospital compared to nonparticipating employees (hazard ratio = 0.22, 95% CI [0.11, 0.84]). This finding remained significant after adjusting for covariates (hazard ratio = 0.37, 95% CI [0.17, 0.57]). Improving employee engagement resulted in employees staying longer at the hospital.

Broadening Your Employee Benefit Portfolio.

Science.gov (United States)

Blaski, Nancy J.; And Others

1989-01-01

Cost increases and realization of the diverse needs of employees have prompted organizations to review the cost and value of employee benefits. Examines alternatives including "cafeteria plans," managed care programs, and disability income plans. (MLF)

Drug and alcohol abuse: the bases for employee assistance programs in the nuclear-utility industry

Energy Technology Data Exchange (ETDEWEB)

Radford, L.R.; Rankin, W.L.; Barnes, V.; McGuire, M.V.; Hope, A.M.

1983-07-01

This report describes the nature, prevalence, and trends of drug and alcohol abuse among members of the US adult population and among personnel in non-nuclear industries. Analogous data specific to the nuclear utility industry are not available, so these data were gathered in order to provide a basis for regulatory planning. The nature, prevalence, and trend inforamtion was gathered using a computerized literature, telephone discussions with experts, and interviews with employee assistance program representatives from the Seattle area. This report also evaluates the possible impacts that drugs and alcohol might have on nuclear-related job performance, based on currently available nuclear utility job descriptions and on the scientific literature regarding the impairing effects of drugs and alcohol on human performance. Employee assistance programs, which can be used to minimize or eliminate job performance decrements resulting from drug or alcohol abuse, are also discussed.

Treating addictive behaviors in the employee assistance program: implications for brief interventions.

Science.gov (United States)

Chan, Karen K; Neighbors, Clayton; Marlatt, G Alan

2004-12-01

Employee assistance programs (EAPs) are widely available to assist employees with a variety of problems. This research examined factors related to utilization and outcome by individuals with addictive behaviors (ABs) versus other problem areas. The specific aims of this study were to evaluate referral source and treatment outcome by gender and presenting problem. The sample included 3890 men and women who attended the EAP for a variety of concerns. Men were less likely than women to self-refer and more likely to be mandated to the EAP. Men were also much more likely to present with ABs. Relative to clients presenting with other issues, individuals with ABs were less likely to self-refer, have their problems resolved in the EAP, and were seen for fewer sessions. These results suggest that EAPs may be well suited for implementation of brief interventions (BIs) that have been empirically supported in other contexts.

Revisiting Employee Assistance Programs and Substance Use Problems in the Workplace: Key Issues and a Research Agenda

OpenAIRE

Levy Merrick, Elizabeth S.; Volpe-Vartanian, Joanna; Horgan, Constance M.; McCann, Bernard

2007-01-01

This column describes employee assistance program (EAPs) and identifies key issues for contemporary EAPs. These programs began as occupational alcohol programs and have evolved into more comprehensive resources. To better understand contemporary EAPs, the authors suggest a research agenda at includes descriptive studies to provide an up-to-date picture of services; investigations of how contemporary EAPs address substance use problems, including management consultation for early identificatio...

Confidentiality and the employee assistance program professional.

Science.gov (United States)

Mistretta, E F; Inlow, L B

1991-02-01

During the last two decades EAPs have offered employees confidential assessment, counseling, and referral. Many occupational health nurses have taken on the role of EAP professional or function as the liaison between the EAP counselor and the employee. The occupational health nurse involved in any EAP issue must adhere to the standards of confidentiality. The federal and state laws, company policy, and professional codes of ethics regarding these clients must be clearly understood, especially related to the issue of confidentiality.

49 CFR 199.245 - Contractor employees.

Science.gov (United States)

2010-10-01

... 49 Transportation 3 2010-10-01 2010-10-01 false Contractor employees. 199.245 Section 199.245... Prevention Program § 199.245 Contractor employees. (a) With respect to those covered employees who are contractors or employed by a contractor, an operator may provide by contract that the alcohol testing...

Employee Assistance Programmes and Their Place within Universities.

Science.gov (United States)

Smewing, Chris; Cox, Tom

1998-01-01

The response in British universities to the 'troubled employee' is considered, and then contrasted with the development of Employee Assistance Programs in North American universities. Different types of programs are discussed, and it is argued that British universities might benefit from introducing such programs. (Author/EMK)

Proactive outreach smoking cessation program for Chinese employees in China.

Science.gov (United States)

Wang, Man Ping; Suen, Yi Nam; Li, William Ho Cheung; Lau, Oi Sze; Lam, Tai Hing; Chan, Sophia Siu Chee

2018-03-04

We evaluated the first workplace intervention to help smokers quit in Hong Kong. Smoking employees (N = 642) received a 26-page self-help booklet and 15 fix SMS within 3 months and chose to receive cognitive behavioral workshop (N = 76), or face-to-face counseling (N = 11), or group health talk (N = 516), or telephone counseling (N = 39). Twenty participants were interviewed individually for their opinions about the interventions. By intention-to-treat, the overall self-reported past 7-day point prevalence quit rate was 31.0% and 32.9%, and reduction rate was 15.0% and 13.2% at 6 and 12-months, respectively. More than 20% of the unmotivated smokers at baseline (N = 399) quit in this program. Proactive outreach workplace smoking cessation programs with diverse intensity but without medications, chosen by smokers and supported by employers without further incentives, were feasible in busy working environment in Hong Kong.

Mindfulness-Based Stress Release Program for University Employees: A Pilot, Waitlist-Controlled Trial and Implementation Replication.

Science.gov (United States)

Koncz, Rebecca; Wolfenden, Fiona; Hassed, Craig; Chambers, Richard; Cohen, Julia; Glozier, Nicholas

2016-10-01

The aim of this study was to evaluate the effectiveness of a 6-week mindfulness-based stress release program (SRP) on stress and work engagement in fulltime university employees. Perceived stress, workplace wellbeing, and engagement were measured at baseline and within 1 week of the SRP completion, and contemporaneously 6 weeks apart for a waitlist control group. A second program was implemented to examine reproducibility of results. Fifty participants undertook the SRPs, and 29 participants were waitlisted. A significant improvement in distress, workplace wellbeing, and vigor was observed within the first SRP group, when compared with the control group. The improvement in distress and wellbeing was reproduced in the second SRP group. This study adds to the growing body of research that mindfulness may be an effective method for reducing workplace stress, improving employee wellbeing, and enhancing work engagement.

Effects of a job crafting intervention program on work engagement among Japanese employees: a pretest-posttest study.

Science.gov (United States)

Sakuraya, Asuka; Shimazu, Akihito; Imamura, Kotaro; Namba, Katsuyuki; Kawakami, Norito

2016-10-24

Job crafting, an employee-initiated job design/redesign, has become important for employees' well-being such as work engagement. This study examined the effectiveness of a newly developed job crafting intervention program on work engagement (as primary outcome), as well as job crafting and psychological distress (as secondary outcomes), using a pretest-posttest study design among Japanese employees. Participants were managers of a private company and a private psychiatric hospital in Japan. The job crafting intervention program consisted of two 120-min sessions with a two-week interval between them. Outcomes were assessed at baseline (Time 1), post-intervention (Time 2), and a one-month follow-up (Time 3). The mixed growth model analyses were conducted using time (Time 1, Time 2, and Time 3) as an indicator of intervention effect. Effect sizes were calculated using Cohen's d. The program showed a significant positive effect on work engagement (t = 2.20, p = 0.03) in the mixed growth model analyses, but with only small effect sizes (Cohen's d = 0.33 at Time 2 and 0.26 at Time 3). The program also significantly improved job crafting (t = 2.36, p = 0.02: Cohen's d = 0.36 at Time 2 and 0.47 at Time 3) and reduced psychological distress (t = -2.06, p = 0.04: Cohen's d = -0.15 at Time 2 and -0.31 at Time 3). The study indicated that the newly developed job crafting intervention program was effective in increasing work engagement, as well as in improving job crafting and decreasing psychological distress, among Japanese managers. UMIN Clinical Trials Registry UMIN000024062 . Retrospectively registered 15 September 2016.

Acknowledging and Accounting for Employee Benefits

Directory of Open Access Journals (Sweden)

Florentina MOISESCU

2009-01-01

Full Text Available Employee benefits are all forms of counter services granted by anentity in return to services given by the employees. This category includes onlythe benefits covered by the entity, not those from the state or the employee onthe payroll. The employer counting and presenting all the benefits of theemployees, including those provided on the basis of official programs or otherofficial contracts between the entity and the individual employees, groups ofemployees or their representatives, those established on the basis of legalprovisions or by contracts at the level of activity sector, through which theentities are required to contribute to national programs, as well as thoseresulting from unofficial practices give rise to an implicit obligation.Acknowledging and especially assessing these benefits are issues demandingspecial attention.

Impact of a Comprehensive Workplace Hand Hygiene Program on Employer Health Care Insurance Claims and Costs, Absenteeism, and Employee Perceptions and Practices.

Science.gov (United States)

Arbogast, James W; Moore-Schiltz, Laura; Jarvis, William R; Harpster-Hagen, Amanda; Hughes, Jillian; Parker, Albert

2016-06-01

The aim of this study was to determine the efficacy of a multimodal hand hygiene intervention program in reducing health care insurance claims for hygiene preventable infections (eg, cold and influenza), absenteeism, and subjective impact on employees. A 13.5-month prospective, randomized cluster controlled trial was executed with alcohol-based hand sanitizer in strategic workplace locations and personal use (intervention group) and brief hand hygiene education (both groups). Four years of retrospective data were collected for all participants. Hygiene-preventable health care claims were significantly reduced in the intervention group by over 20% (P Employee survey data showed significant improvements in hand hygiene behavior and perception of company concern for employee well-being. Providing a comprehensive, targeted, yet simple to execute hand hygiene program significantly reduced the incidence of health care claims and increased employee workplace satisfaction.

Understanding the real risks of changing employee benefit plans.

Science.gov (United States)

Kane, Jon; St Amour, Jeffrey

2005-01-01

In an environment of constant change, corporations are looking to alter employee benefits programs to make them more responsive to employee and business needs. A complete risk assessment process is the key to preparing for changes to employee benefits programs by providing employers with an analysis of cost savings against the potential negative ramifications of change. This article outlines the steps involved in a complete review of risk assessment. It then discusses how employers can develop successful change management communication strategies if, after conducting a risk assessment, employers decide to move forward with alterations to their employee benefits programs.

Levels of substance use and willingness to use the Employee Assistance Program.

Science.gov (United States)

Reynolds, G Shawn; Lehman, Wayne E K

2003-01-01

Individuals with drinking and drug problems may become particularly reluctant to seek help. To remove barriers to services, more needs to be understood about factors that influence help-seeking decisions. It was hypothesized that certain social psychological influences (attitudes, group cohesion, trust in management) might buffer a reluctance to use services provided by an external Employee Assistance Program (EAP). A random sampling of municipal employees (n = 793) completed anonymous questionnaires that assessed willingness to use the EAP, individual drinking and drug use, attitudes toward policy, work group cohesion, and trust in management. Data from the questionnaires were analyzed with multivariate regression analyses to examine the interacting effects of substance abuse and proposed moderators (gender, race, awareness of the EAP, perceptions of policy, cohesion) on willingness to use the EAP. The results demonstrated that although substance abusers were less willing to use the EAP than were nonusers, substance abusers who were aware of the EAP, who had favorable attitudes toward policy, and who did not tolerate coworker substance abuse were as willing to use the EAP as were nonusers. The results also showed that employees with greater awareness of the EAP, support for policy, and perceptions of work group cohesion reported significantly greater willingness to use the EAP than did employees with relatively less awareness of the EAP, policy support, and cohesion. Workplace prevention efforts that are designed to increase the use of EAP services should intentionally target the workplace environment and social context. Creating the awareness and favorability of the EAP, policy, and work group cohesion might buffer substance abusers' reluctance to seek help.

Directory of Academic Institutions and Organizations Offering Drug, Alcohol, and Employee Assistance Program Educational Resources.

Science.gov (United States)

National Inst. on Drug Abuse (DHHS/PHS), Rockville, MD.

This directory lists academic institutions, State offices of alcohol and drug abuse, and national organizations which offer drug, alcohol, and employee assistance program (EAP) educational resources. A matrix format is used. Entries include name, address, telephone number, and contact person. A dot appears directly under column headings which are…

Saving money through employee motivation and participation

Energy Technology Data Exchange (ETDEWEB)

1977-01-01

Participation by employees at an industrial plant in an energy conserving program is important. People motivation - the key to a successful energy conservation program - is discussed. The following topics are discussed: support from the top, building a dynamic team, motivating through measurement, involving all employees, and making conservation second nature.

40 CFR 311.2 - Definition of employee.

Science.gov (United States)

2010-07-01

... 40 Protection of Environment 27 2010-07-01 2010-07-01 false Definition of employee. 311.2 Section 311.2 Protection of Environment ENVIRONMENTAL PROTECTION AGENCY (CONTINUED) SUPERFUND, EMERGENCY PLANNING, AND COMMUNITY RIGHT-TO-KNOW PROGRAMS WORKER PROTECTION § 311.2 Definition of employee. Employee...

29 CFR 1405.11 - Effect on employee benefits.

Science.gov (United States)

2010-07-01

... to coverage under the Federal Employees Group Life Insurance and Federal Employees Health Benefits Programs. The Government contribution for health insurance of eligible part-time employees will be prorated... 29 Labor 4 2010-07-01 2010-07-01 false Effect on employee benefits. 1405.11 Section 1405.11 Labor...

Workplace disaster preparedness and response: the employee assistance program continuum of services.

Science.gov (United States)

Paul, Jan; Blum, Dorothy

2005-01-01

Response programs for workplace critical and traumatic events are becoming an acknowledged and sought after standard of care. The current trauma literature recognizes what goes on in the workplace between the Employee Assistance Program (EAP) and management. The authors have taken this intra-organizational relationship, assimilated the information, and developed a model that recognizes and supports management throughout the continuum of response to workplace traumatic events. The model recognizes the EAP as an important workplace resource and tool in management's ability to strike the balance of managing the workforce while assisting in recovery following workplace trauma. The introduced concept defines the continuum and highlights the before, during, and after phases, showing how EAP supports management in most effectively doing their job.

The importance of internal health beliefs for employees' participation in health promotion programs.

Science.gov (United States)

Rongen, Anne; Robroek, Suzan J W; Burdorf, Alex

2014-10-01

To investigate associations between employees' health locus of control (HLOC) and self-perceived health, health behaviors, and participation in health promotion programs (HPPs) and the mediating effect of self-perceived health and health behaviors on the relation between HLOC and participation. Between 2010 and 2012, a six-month longitudinal study was conducted among 691 Dutch employees. Using questionnaires, information was collected on health behaviors, self-perceived health, HLOC, and intention to participate at baseline. Actual participation was assessed at follow-up. Logistic regression analyses were used to study associations between HLOC and self-perceived health, health behaviors, and participation, and to examine whether associations between HLOC and participation were mediated by self-perceived health and health behaviors. Higher internal HLOC was associated with sufficient physical activity (moderate: OR:1.04, 95%CI:1.00-1.08; vigorous: OR:1.05, 95%CI:1.01-1.10) and fruit and vegetable intake (OR:1.05, 95%CI:1.01-1.09), a good self-perceived health (OR:1.20, 95%CI:1.11-1.30), a positive intention towards participation (OR:1.05, 95%CI:1.00-1.09), and actual participation (OR:1.06, 95%CI:1.00-1.13). Self-perceived health or health behaviors did not mediate associations between HLOC and participation. Employees with a higher internal HLOC behaved healthier and were more likely to participate in HPPs, irrespectively of their health. Increasing internal HLOC seems a promising avenue for improving employees' health and participation in HPPs. Copyright © 2014 Elsevier Inc. All rights reserved.

The impact of a prospective survey-based workplace intervention program on employee health, biologic stress markers, and organizational productivity.

Science.gov (United States)

Anderzén, Ingrid; Arnetz, Bengt B

2005-07-01

To study whether knowledge about psychosocial work indicators and a structured method to implement changes based on such knowledge comprise an effective management tool for enhancing organizational as well as employee health and well-being. White- collar employees representing 22 different work units were assessed before and after a 1-year intervention program. Subjective ratings on health and work environment, biologic markers, absenteeism, and productivity were measured. Significant improvements in performance feedback, participatory management, employeeship, skills development, efficiency, leadership, employee well-being, and work-related exhaustion were identified. The restorative hormone testosterone increased during the intervention and changes correlated with increased overall organizational well-being. Absenteeism decreased and productivity improved. Fact-based psychosocial workplace interventions are suggested to be an important process for enhancing employee well-being as well as organizational performance.

Client-Centered Employee Assistance Services.

Science.gov (United States)

Bayer, Darryl Lee

This paper addresses delivery aspects and benefits of client-centered Employee Assistance Program (EAP) services through a review of the literature and research. EAP services are described as educational and mental health services utilized to assist employees and their families to respond constructively to job, personal, interpersonal or…

The feasibility of a web-based counselling program for occupational physicians and employees on sick leave due to back or neck pain

NARCIS (Netherlands)

Jong, de T.I.; Heinrich, J.; Blatter, B.M.; Anema, J.R.; Beek, van der A.J.

2009-01-01

BACKGROUND: The objective of this feasibility study was to gain insight into occupational physicians' (OPs) and employees' use of, and attitudes towards, 'Snelbeter' (Get Well Fast), a new web-based counselling program for employees on sick leave due to non-specific back or neck pain and their OPs.

The feasibility of a web-based counselling program for occupational physicians and employees on sick leave due to back or neck pain

NARCIS (Netherlands)

de Jong, T.; Heinrich, J.; Blatter, B.M.; Anema, J.R.; van der Beek, A.J.

2009-01-01

Background: The objective of this feasibility study was to gain insight into occupational physicians' (OPs) and employees' use of, and attitudes towards, 'Snelbeter' (Get Well Fast), a new web-based counselling program for employees on sick leave due to non-specific back or neck pain and their OPs.

Employee stress management: An examination of adaptive and maladaptive coping strategies on employee health.

Science.gov (United States)

Holton, M Kim; Barry, Adam E; Chaney, J Don

2015-01-01

Employees commonly report feeling stressed at work. Examine how employees cope with work and personal stress, whether their coping strategies are adaptive (protective to health) or maladaptive (detrimental to health), and if the manner in which employees cope with stress influences perceived stress management. In this cross-sectional study, a random sample of 2,500 full-time university non-student employees (i.e. faculty, salaried professionals, and hourly non-professionals) were surveyed on health related behaviors including stress and coping. Approximately 1,277 completed the survey (51% ). Hierarchical logistic regression was used to assess the ability of adaptive and maladaptive coping strategies to predict self-reported stress management, while controlling for multiple demographic variables. Over half of employees surveyed reported effective stress management. Most frequently used adaptive coping strategies were communication with friend/family member and exercise, while most frequently used maladaptive coping strategies were drinking alcohol and eating more than usual. Both adaptive and maladaptive coping strategies made significant (p stress management. Only adaptive coping strategies (B = 0.265) predicted whether someone would self-identify as effectively managing stress. Use of maladaptive coping strategies decreased likelihood of self-reporting effective stress management. Actual coping strategies employed may influence employees' perceived stress management. Adaptive coping strategies may be more influential than maladaptive coping strategies on perceived stress management. Results illustrate themes for effective workplace stress management programs. Stress management programs focused on increasing use of adaptive coping may have a greater impact on employee stress management than those focused on decreasing use of maladaptive coping. Coping is not only a reaction to stressful experiences but also a consequence of coping resources. Thereby increasing the

Employee influenza vaccination in residential care facilities.

Science.gov (United States)

Apenteng, Bettye A; Opoku, Samuel T

2014-03-01

The organizational literature on infection control in residential care facilities is limited. Using a nationally representative dataset, we examined the organizational factors associated with implementing at least 1 influenza-related employee vaccination policy/program, as well as the effect of vaccination policies on health care worker (HCW) influenza vaccine uptake in residential care facilities. The study was a cross-sectional study using data from the 2010 National Survey of Residential Care Facilities. Multivariate logistic regression analysis was used to address the study's objectives. Facility size, director's educational attainment, and having a written influenza pandemic preparedness plan were significantly associated with the implementation of at least 1 influenza-related employee vaccination policy/program, after controlling for other facility-level factors. Recommending vaccination to employees, providing vaccination on site, providing vaccinations to employees at no cost, and requiring vaccination as a condition of employment were associated with higher employee influenza vaccination rates. Residential care facilities can improve vaccination rates among employees by adopting effective employee vaccination policies. Copyright © 2014 Association for Professionals in Infection Control and Epidemiology, Inc. Published by Mosby, Inc. All rights reserved.

A web-based training program using cognitive behavioral therapy to alleviate psychological distress among employees: randomized controlled pilot trial.

Science.gov (United States)

Mori, Makiko; Tajima, Miyuki; Kimura, Risa; Sasaki, Norio; Somemura, Hironori; Ito, Yukio; Okanoya, June; Yamamoto, Megumi; Nakamura, Saki; Tanaka, Katsutoshi

2014-12-02

A number of psychoeducational programs based on cognitive behavioral therapy (CBT) to alleviate psychological distress have been developed for implementation in clinical settings. However, while these programs are considered critical components of stress management education in a workplace setting, they are required to be brief and simple to implement, which can hinder development. The intent of the study was to examine the effects of a brief training program based on CBT in alleviating psychological distress among employees and facilitating self-evaluation of stress management skills, including improving the ability to recognize dysfunctional thinking patterns, transform dysfunctional thoughts to functional ones, cope with stress, and solve problems. Of the 187 employees at an information technology company in Tokyo, Japan, 168 consented to participate in our non-blinded randomized controlled study. The training group received CBT group education by a qualified CBT expert and 1 month of follow-up Web-based CBT homework. The effects of this educational program on the psychological distress and stress management skills of employees were examined immediately after completion of training and then again after 6 months. Although the training group did exhibit lower mean scores on the Kessler-6 (K6) scale for psychological distress after 6 months, the difference from the control group was not significant. However, the ability of training group participants to recognize dysfunctional thinking was significantly improved both immediately after training completion and after 6 months. While the ability of participants to cope with stress was not significantly improved immediately after training, improvement was noted after 6 months in the training group. No notable improvements were observed in the ability of participants to transform thoughts from dysfunctional to functional or in problem-solving skills. A sub-analysis of participants who initially exhibited clinically

Federal Employees Health Benefits Program: Enrollment Options Following the Termination of a Plan or Plan Option. Final rule.

Science.gov (United States)

2015-10-28

The U.S. Office of Personnel Management (OPM) is issuing a final rule to amend the Federal Employees Health Benefits (FEHB) Program regulations regarding enrollment options following the termination of a plan or plan option.

5 CFR 890.111 - Continuation of eligibility for former Federal employees of the Civilian Marksmanship Program.

Science.gov (United States)

2010-01-01

... pay of an individual described by paragraph (a) of this section an amount equal to the premiums withheld from the pay of a Federal employee for FEHB coverage and, in accordance with procedures... Department of Defense to support the Civilian Marksmanship Program as of the day before the date of the...

Outpatient rehabilitation as an intervention to improve employees' physical capacity.

Science.gov (United States)

Ojala, Birgitta; Nygård, Clas-Håkan; Nikkari, Seppo T

2016-01-01

The aging of the workforce poses new challenges for maintaining work ability. Because of limited information on the effectiveness of vocational rehabilitation performed in traditional inpatient programs, extended interest in outpatient rehabilitation has risen in the past few years. We examined the effects of a new outpatient rehabilitation program where every participant defined their own goals to improve work ability by the aid of a goal-oriented multi-professional team. This report will focus on the employees' physical capacity during a nine-month program. A total of 605 municipal employees from different production areas of the City of Tampere took part in the outpatient rehabilitation program, implemented by the occupational health unit. Groups of 12 employees participated in eight one-day sessions at intervals of two to three weeks; the final follow-up was 9 months from the beginning. Submaximal aerobic capacity was tested by a calibrated cycle ergometer with a commercial program (Aino Fitware pro, Helsinki, Finland). Musculoskeletal tests assessed muscle strength, balance and mobility. During the 9-month follow-up of the rehabilitation program, the employees' physical capacity was improved. The follow-up test scores from a total of 329 employees were significantly higher in the submaximal aerobic capacity test (p health situation to take part in physical capacity tests; however they took part in the intervention. The new outpatient rehabilitation program organized by the occupational health unit had a positive influence on employees' physical capacity during a nine-month follow up.

A study of South Korean casino employees and gambling problems.

Science.gov (United States)

Lee, Tae Kyung; Labrie, Richard A; Rhee, Hak Seung; Shaffer, Howard J

2008-05-01

Casino employees are exposed to disproportionately high levels of gambling, drinking and smoking compared to other occupations. Because of their occupation, they have the opportunity to detect and prevent pathological gambling (PG). To identify differences in the mental health status and social attitudes towards PG among casino workers in South Korea depending upon whether they report any gambling problems. Data were collected from 388 full-time casino employees. This data provided information about the prevalence of gambling problems, alcohol and tobacco use and depression. Employees were grouped according to their scores on the Korean version of South Oaks Gambling Screen (SOGS), and those employees who gambled without experiencing any gambling problems (Group NP: SOGS = 0) and those who reported any gambling problems (Group P: SOGS > 0) were compared. An exploratory factor analyses identified the domains of casino employee social attitudes towards gambling. Employees who reported gambling problems (Group P) reported a higher prevalence of smoking, alcohol problems and depression (P casino employees with gambling problems.

29 CFR 825.209 - Maintenance of employee benefits.

Science.gov (United States)

2010-07-01

...” shall not include an insurance program providing health coverage under which employees purchase... THE FAMILY AND MEDICAL LEAVE ACT OF 1993 Employee Leave Entitlements Under the Family and Medical... maintain the employee's coverage under any group health plan (as defined in the Internal Revenue Code of...

An Employee Assistance Curriculum: The Ultimate Collaborative Function.

Science.gov (United States)

Epstein, Howard V.; Perryman, William J.

Employees who abuse alcohol and drugs experience lost efficiency, absenteeism, poor decision making, and accidents. The economic losses to employers resulting from such abuse and the belief that employers should help employees with personal problems have stimulated corporations and unions to develop employee assistance programs (EAPs). These…

UDS in lymphocytes of occupationally radiation exposed persons

International Nuclear Information System (INIS)

Tuschl, H.; Kovac, R.

1982-01-01

To determine a possible effect of low dose radiation on DNA repair processes, peripheral lymphocytes of mine workers exposed to 222 Rn in the thermal gallery of Badgastein (Austria) and employees of the Austrian Research Centre Seibersdorf, exposed to varying doses of gamma radiation, were investigated. The capacity for unscheduled DNA synthesis (UDS) induced by in vitro UV irradiation was measured by autoradiography of isolated lymphocytes of exposed persons and unexposed controls. In all 222 Rn-exposed mine workers a significant increase of UDS above control values could be observed. Gamma irradiation 31 mrad had a significant effect on UDS, indicating a stimulation of DNA repair capability by chronic low dose exposure. (Author)

OSHA medical and workplace surveillance requirements and NIOSH recommendations (for employees exposed to toxic substances and other work hazards)

Science.gov (United States)

Cooper, L. P.

1983-01-01

Both OSHA medical and work place surveillance requirements and NIOSH recommendations were prepared as a desk reference to help occupational health professionals to perform their duties. The medical surveillance information focuses on frequency of physical examinations, specific problems that may arise as a result of exposure (e.g., decreased immunocompetence, weight loss, ets.), conditions that intensify the harmful effects of exposure (e.g., medication an exposed employee may be taking, cigarette smoking, etc.), the areas that should be scrutinized in medical and work histories and during the physical exam, and specific clinical tests that should be conducted. Recordkeeping requirements are also specified. The workplace surveillance information consists of monitoring requirements, personal protective equipment requirements, and recordkeeping requirements. Such details as the sampling devices that should be used, the type of respirators that should be worn, and the frequency of inspections are included. This document does not specify the training, labeling and posting, and safe work practice requirements and recommendations due to space considerations.

Role of Mentoring Programs on the Employee Performance in Organisations: A Survey of Public Universities in Nyeri County, Kenya

OpenAIRE

Catherine Nyawira Mundia; Mike Iravo

2014-01-01

The literature on workplace training highlights that the mentoring program is an important employee development method practiced in successful organizations. The ability of mentors either informally or formally to implement the mentoring program activities may lead to higher individuals’ psychosocial support and career development, and hence their overall work productivity. The nature of this relationship is interesting, but the role of the mentoring program as a predicting variable of indivi...

Improving safety of personnel exposed to disinfectants by introducing an Endoscopy Quality Assurance Program

OpenAIRE

Ahmed Gado; Basel Ebeid; Aida Abdelmohsen; Anthony Axon

2014-01-01

Background: Chemical disinfection is the most commonly used method in gastrointestinal endoscopy reprocessing. The main problem with chemical disinfection is that it is potentially harmful to humans. Risk assessment of employees using toxic substances is recommended and the control of exposure to these substances is required. In 2003, an endoscopy quality-assurance program was instituted in a secondary care governmental hospital in Egypt. Aim: The aim of the study was to assess the risk to...

Cost of employee assistance programs: comparison of national estimates from 1993 and 1995.

Science.gov (United States)

French, M T; Zarkin, G A; Bray, J W; Hartwell, T D

1999-02-01

The cost and financing of mental health services is gaining increasing importance with the spread of managed care and cost-cutting measures throughout the health care system. The delivery of mental health services through structured employee assistance programs (EAPs) could be undermined by revised health insurance contracts and cutbacks in employer-provided benefits at the workplace. This study uses two recently completed national surveys of EAPs to estimate the costs of providing EAP services during 1993 and 1995. EAP costs are determined by program type, worksite size, industry, and region. In addition, information on program services is reported to determine the most common types and categories of services and whether service delivery changes have occurred between 1993 and 1995. The results of this study will be useful to EAP managers, mental health administrators, and mental health services researchers who are interested in the delivery and costs of EAP services.

The Influence of Performance Allowance and Employee Development to Employee Performance in State Assets and Service Office Manado

OpenAIRE

Tumbuan, Willem J.F. Alfa; Simanjorang, Monica Indrayanti

2016-01-01

An organization or company€™s best asset is human resource or in this case is employee, because employee performance is related to organization or company€™s performance. Performance allowance as a employee€™s benefits program that is very important in order to realize the goal of the company. The type research is a quantitative research. The purpose of this research is to determine the effect of performance allowance and employee development in KPKNL Manado, simultaneously and partially. The...

Employee characteristics and health belief variables related to smoking cessation engagement attitudes.

Science.gov (United States)

Street, Tamara D; Lacey, Sarah J

2018-05-01

Workplace smoking cessation programs can effectively assist employees to quit smoking. However, little is known about employees' attitudes towards engagement in workplace smoking cessation programs. This study aimed to address the limited understanding of the interaction between employee characteristics and their health beliefs toward engaging in a workplace smoking cessation program. Self-report data was collected from 897 employees of a mining company operating in two remote towns in Australia. The majority of participants were male (73%), the mean age was 36.9 years (SD = 11.5). Chi square tests of independence were used to analyze relationships between employee characteristics and smoking cessation engagement attitudes. Engagement attitudes included: A desire to cease smoking; desire for assistance with the smoking cessation process; and intention to participate in a workplace smoking intervention. The findings from this study indicated that attitudes towards engagement in smoking cessation programs varied for mining employees according to gender, age, perceived severity, perceived self-efficacy, and stage of readiness to change. These findings provide insights that health promotion practitioners may apply to inform the design and marketing of effective workplace smoking cessation programs for similar employees.

Workplace Financial Wellness Programs Help Employees Manage Health Care Changes.

Science.gov (United States)

Meyer, Cynthia; Smith, Michael C

Employers and employees are navigating major changes in health insurance benefits, including the move to high-deductible health plans in conjunction with health savings accounts (HSAs). The HSA offers unique benefits that could prove instrumental in helping workers both navigate current health care expenses and build a nest egg for much larger health care costs in retirement. Yet employees often don't understand the HSA and how to best use it. How can employers help employees make wise benefits choices that work for their personal financial circumstances?

Adherence to Cancer Screening Guidelines and Predictors of Improvement Among Participants in the Kansas State Employee Wellness Program

OpenAIRE

Hui, Siu-kuen Azor; Engelman, Kimberly K.; Shireman, Theresa I.; Ellerbeck, Edward F.

2013-01-01

Introduction Employee wellness programs (EWPs) have been used to implement worksite-based cancer prevention and control interventions. However, little is known about whether these programs result in improved adherence to cancer screening guidelines or how participants’ characteristics affect subsequent screening. This study was conducted to describe cancer screening behaviors among participants in a state EWP and identify factors associated with screening adherence among those who were initia...

Evaluation of an employee assistance program.

Science.gov (United States)

Nadolski, J N; Sandonato, C E

1987-01-01

The objective of the EAP effectiveness study was to determine the effectiveness of the EAP counseling services. The results demonstrate that employees who received help from the company's EAP subsequently improved their work performance. Although these results cannot be generalized to other EAPs, the results are encouraging and point toward a need for more research in this area.

How needs and preferences of employees influence participation in health promotion programs: A six-month follow-up study

NARCIS (Netherlands)

A. Rongen (Anne); S.J.W. Robroek (Suzan); W. van Ginkel (Wouter); D. Lindeboom; M. Pet (Martin); A. Burdorf (Alex)

2014-01-01

textabstractBackground: Low participation in health promotion programs (HPPs) might hamper their effectiveness. A potential reason for low participation is disagreement between needs and preferences of potential participants and the actual HPPs offered. This study aimed to investigate employees'

The challenges that employees who abuse substances experience when returning to work after completion of employee assistance programme (EAP).

Science.gov (United States)

Soeker, Shaheed; Matimba, Tandokazi; Machingura, Last; Msimango, Henry; Moswaane, Bobo; Tom, Sinazo

2015-01-01

Employee assistance programs (EAPs) are responsible for helping employees cope with problems such as: mental distress, alcoholism and other drug dependencies, marital and financial difficulties--in short, the whole host of personal and family troubles endemic to the human condition. The study explored the challenges that employees who abuse substances experience when returning to work after the completion of an employee assistance program. The study used a qualitative exploratory descriptive research design. Three male participants and two key informants participated in the study. One semi structured interview was conducted with each one of the participants and one semi structured interview with the key informants. Four themes emerged: 1) Loss of one's worker role identity, 2) Negative influences of the community continues to effect the success of EAP, 3) EAP as a vehicle for change and, 4) Healthy occupations strengthen EAP. This study portrayed the following: how substance abuse effect the worker role of individuals employed in the open labor market, the challenges and facilitators experienced by employees who abuse substances when returning to their previous work roles and how occupation based interventions can be incorporated in EAP programs. Occupational therapists could use the health promotion approach, work simplification, energy conservation techniques and ergonomic analysis techniques.

Determining Safety Inspection Thresholds for Employee Incentives Programs on Construction Sites.

Science.gov (United States)

Sparer, Emily; Dennerlein, Jack

2013-01-01

The goal of this project was to evaluate approaches of determining the numerical value of a safety inspection score that would activate a reward in an employee safety incentive program. Safety inspections are a reflection of the physical working conditions at a construction site and provide a safety score that can be used in incentive programs to reward workers. Yet it is unclear what level of safety should be used when implementing this kind of program. This study explored five ways of grouping safety inspection data collected during 19 months at Harvard University-owned construction projects. Each approach grouped the data by one of the following: owner, general contractor, project, trade, or subcontractor. The median value for each grouping provided the threshold score. These five approaches were then applied to data from a completed project in order to calculate the frequency and distribution of rewards in a monthly safety incentive program. The application of each approach was evaluated qualitatively for consistency, competitiveness, attainability, and fairness. The owner-specific approach resulted in a threshold score of 96.3% and met all of the qualitative evaluation goals. It had the most competitive reward distribution (only 1/3 of the project duration) yet it was also attainable. By treating all workers equally and maintaining the same value throughout the project duration, this approach was fair and consistent. The owner-based approach for threshold determination can be used by owners or general contractors when creating leading indicator incentives programs and by researchers in future studies on incentive program effectiveness.

Employee assistance program services for alcohol and other drug problems: implications for increased identification and engagement in treatment.

Science.gov (United States)

Jacobson, Jodi M; Sacco, Paul

2012-01-01

Fourteen million U.S. workers meet the diagnostic criteria for substance dependence, costing millions in lost productivity. Prior research suggests that employees who follow through with their Employee Assistance Program's (EAP) recommendations are more likely to participate and remain engaged in alcohol and other drug (AOD) treatment programs. This study identified rates of lifetime EAP service use for AOD problems and compared adults who reported using EAP services for AOD problems with those who used services other than EAP. Researchers analyzed a subset of participants from the National Epidemiologic Survey of Alcohol and Related Conditions who reported having received help for an AOD problem (NESARC, 2001-2002). Statistical analyses tested for differences in sociodemographic variables, lifetime mental health and substance abuse disorders, and health disability between EAP services users and users of other types of services. Among adults who sought services for AOD problems (n= 2,272), 7.58% (n= 166) reported using EAP services for these problems at some point during their lives. Major depressive disorder (lifetime), a drug use disorder (lifetime), and Black race/ethnicity were associated with a greater likelihood that someone would seek EAP services for help with their AOD problem. Results provide a foundation for researchers to understand who uses EAP services for AOD problems. Health and mental health professionals should increase their knowledge of EAP services to improve continuity of care for employees with AOD problems. EAPs are in a unique position to reach out to vulnerable employees in the workplace and engage them in treatment. Copyright © American Academy of Addiction Psychiatry.

Marathon Month Promotes Healthful Lifestyles for Extension Employees

Science.gov (United States)

Donaldson, Joseph L.; Bell, Beth A.; Toman, John J.; Hastings, Shirley

2016-01-01

This article describes Marathon Month, a workplace wellness program for Extension employees. The program promoted physical activity by challenging employees to walk or run the length of a marathon (26.2 mi) or half marathon (13.1 mi) over the course of 1 month. Of the 317 participants, 90% achieved a self-set goal of completing a full or half…

75 FR 20314 - Federal Employees Health Benefits Program; Miscellaneous Changes

Science.gov (United States)

2010-04-19

... employees of the Senate Restaurants after the operations of the Senate Restaurants are contracted to be... business concern to which the Senate Restaurants' food service operations were transferred as described in... continuation of Federal Employees Health Benefits (FEHB) coverage for certain former Senate Restaurant...

75 FR 76615 - Federal Employees Health Benefits Program Miscellaneous Changes

Science.gov (United States)

2010-12-09

... employees of the Senate Restaurants after the operations of the Senate Restaurants are contracted to be... which the Senate Restaurants' food service operations were transferred as described in section 1 of... continuation of Federal Employees Health Benefits (FEHB) coverage for certain former Senate Restaurant...

The Effects of Human Resources Training on Employee Performance in Business

Directory of Open Access Journals (Sweden)

Kerem KAPTANGİL

2012-12-01

Full Text Available This article assess the extent of the influence of training programs for employees, conducted by the human resources departments as a part of large scale organizations, on the different performance elements as well as the objectives targeted by the training programs. In accordance with the stated goal, a questionnaire applied to the human resources managers or the top level executives of 350 large scale organizations. They asked what subjects they need in training programs and to specify the elements to reach out the mitigating performance as a result of training programs. It is in the results obtained, businesses in general aim to increase efficiency, to provide job satisfaction to employees with employees’ development and to prevent employees from alienation by means of work orientation. It is also deduced from the results, performance evaluation increases the adaptation of employees to progressing technologies and the commitment to organizations besides the development and job satisfaction of employees.

Integrated Employee Occupational Health and Organizational-Level Registered Nurse Outcomes.

Science.gov (United States)

Mohr, David C; Schult, Tamara; Eaton, Jennifer Lipkowitz; Awosika, Ebi; McPhaul, Kathleen M

2016-05-01

The study examined organizational culture, structural supports, and employee health program integration influence on registered nurse (RN) outcomes. An organizational health survey, employee health clinical operations survey, employee attitudes survey, and administration data were collected. Multivariate regression models examined outcomes of sick leave, leave without pay, voluntary turnover, intention to leave, and organizational culture using 122 medical centers. Lower staffing ratios were associated with greater sick leave, higher turnover, and intention to leave. Safety climate was favorably associated with each of the five outcomes. Both onsite employee occupational health services and a robust health promotion program were associated with more positive organizational culture perceptions. Findings highlight the positive influence of integrating employee health and health promotion services on organizational health outcomes. Attention to promoting employee health may benefit organizations in multiple, synergistic ways.

Defense programs beryllium good practice guide

Energy Technology Data Exchange (ETDEWEB)

Herr, M.

1997-07-01

Within the DOE, it has recently become apparent that some contractor employees who have worked (or are currently working) with and around beryllium have developed chronic beryllium disease (CBD), an occupational granulomatous lung disorder. Respiratory exposure to aerosolized beryllium, in susceptible individuals, causes an immunological reaction that can result in granulomatous scarring of the lung parenchyma, shortness of breath, cough, fatigue, weight loss, and, ultimately, respiratory failure. Beryllium disease was originally identified in the 1940s, largely in the fluorescent light industry. In 1950, the Atomic Energy Commission (AEC) introduced strict exposure standards that generally curtailed both the acute and chronic forms of the disease. Beginning in 1984, with the identification of a CBD case in a DOE contractor worker, there was increased scrutiny of both industrial hygiene practices and individuals in this workforce. To date, over 100 additional cases of beryllium-specific sensitization and/or CBD have been identified. Thus, a disease previously thought to be largely eliminated by the adoption of permissible exposure standards 45 years ago is still a health risk in certain workforces. This good practice guide forms the basis of an acceptable program for controlling workplace exposure to beryllium. It provides (1) Guidance for minimizing worker exposure to beryllium in Defense Programs facilities during all phases of beryllium-related work, including the decontamination and decommissioning (D&D) of facilities. (2) Recommended controls to be applied to the handling of metallic beryllium and beryllium alloys, beryllium oxide, and other beryllium compounds. (3) Recommendations for medical monitoring and surveillance of workers exposed (or potentially exposed) to beryllium, based on the best current understanding of beryllium disease and medical diagnostic tests available. (4) Site-specific safety procedures for all processes of beryllium that is likely to

Implementation of a financially incentivized weight loss competition into an already established employee wellness program

Directory of Open Access Journals (Sweden)

Andrew M. Schramm

2014-01-01

Full Text Available Objective: To assess improvement in clinical outcomes and patient satisfaction of a financially incentivized weight loss competition adjunct to a currently established pharmacist-directed employee wellness program. Design: Retrospective, cohort, pilot study Setting: 6 independent community pharmacy chain locations, two long-term care pharmacies, and a pharmacy corporate office in northwest and central Missouri, from January 2013 to April 2013. Participants: 24 benefit-eligible patients employed by the self- insured pharmacy chain. Intervention: A financially incentivized weight loss competition focusing on healthy lifestyle practices was implemented at nine pharmacy locations over an eight week period. Main outcome measure(s: Change from baseline in mean total cholesterol, serum triglycerides, high-density lipoprotein cholesterol (HDL-C, low-density lipoprotein cholesterol (LDL-C, systolic blood pressure (SBP, diastolic blood pressure (DBP, weight, and body mass index (BMI. Patient satisfaction was also assessed after completion. Results:24 patients completed the competition. The average weight loss among all participants was 10 ± 7.3 pounds. A mean decrease in serum triglycerides was significant at 36.9 mg/dL per participant (p Conclusion: The implementation of a financially incentivized weight loss competition provided significant short-term weight loss to a patient population that was already enrolled in an established pharmacist-directed employee wellness program and had not shown clinical improvement prior to the intervention. Overall the patients were satisfied, felt healthier, and agreed to continue following the recommendations of the program.   Type: Original Research

Factors that influence the use and perceptions of employee assistance programs at six worksites.

Science.gov (United States)

French, M T; Dunlap, L J; Roman, P M; Steele, P D

1997-10-01

Employee assistance programs (EAPs) have gained significant importance in contemporary worksites. This article uses data from 6 case studies to examine several research questions regarding the relationship between worker demographic (e.g., gender, job tenure, and marital status), substance use, and workplace policies and the actual and potential use of the company EAP. Unlike in most of the existing literature, the authors did not find that gender, marital status, or job dissatisfaction are statistically related to actual or potential EAP use at most worksites. However, job tenure and some substance use behaviors were related to actual EAP use in a positive and statistically significant way. Another important finding, underlying the credible integration of EAPs into worksite culture, is the positive and robust relationship between employee trust and confidence in the EAP and actual use. The results of our study both reinforce some long-established principles in the EAP field and encourage further consideration of other beliefs.

Effectiveness of video-assisted teaching program on safety measures followed by the employees working in the silica-based industry in Puducherry, India.

Science.gov (United States)

Nanthini, Thiruvengadam; Karunagari, Karaline

2016-01-01

Employees constitute a large and important sector of the world's population. The global labor force is about 2,600 million and 75% of this force is working in developing countries. Occupational health and safety (OHS) must be managed in every aspect of their work. Occupational safety and health (OSH), also commonly referred to as OHS or workplace health and safety (WHS) is an area concerned with the safety, health, and welfare of people engaged in any employment. The goal of OSH is to foster a safe and healthy work environment. The aim of this study is to evaluate the effectiveness of video-assisted teaching program on safety measures. A total of 105 employees were selected from M/s ACE Glass Containers Ltd. at Puducherry, India using the convenience sampling technique. Pretest was conducted using a self-administered questionnaire. Subsequent video-assisted teaching was conducted by the investigator after which posttest was conducted. Video-assisted teaching program was found to be effective in improving the knowledge, attitude, and practice of the subjects. Periodical reorientation on safety measures are needed for all the employees as it is essential for promoting the well-being of employees working in any industry.

Health surveillance of employees on a lead mine, 1979-1989

African Journals Online (AJOL)

1991-04-06

Apr 6, 1991 ... lance and biological sampling of employees exposed to lead. Measurement of blood ... control department that monitors noise levels, dust levels, air temperatures, etc. ..... Recommended health-based limits in occu- pational ...

The Impact of a Direct Care Training Program on the Self-Efficacy of Newly Hired Direct Care Employees at State Mental Health Facilities

Science.gov (United States)

Lewis, Marcus Wayne

2012-01-01

Self-efficacy has been shown to be an important element in the success of individuals in a variety of different settings. This research examined the impact of a two week new employee orientation training program on the general and social self-efficacy of newly hired direct care employees at state mental health facilities. The research showed that…

Radiation exposures of medical employees and its management

Energy Technology Data Exchange (ETDEWEB)

Saegusa, K; Arimizu, N [Chiba Univ. (Japan). School of Medicine; Uchiyama, A

1982-03-01

For the five years period from April, 1976, to March, 1981, the usage of film badges at the hospital of Chiba University is described as follows: the number of personnel using film badges, the distribution of radiation exposure dose, and the employees exposed beyond 500 mrem yearly in respective years, departments and professional types. The cumulative number of personnel was 2,476 (yearly average was 495). Professional types were physician, nurse, radiation technician, researcher, etc. The number of personnel using film badges has been increasing year after year; of which about 500, 70% are physicians. A cumulative total of the employees exposed exceeding 500 mrem yearly was 11, ten being physicians; the highest dose was 1,840 mrem. The average yearly exposure dose per person was the highest in radiation technicians (100 - 30 mrem/person/year), followed by physicians (50 - 24 mrem) and nurses (9 - 1 mrem). As a whole, the value was 45 - 20 mrem/person/year.

Adherence to cancer screening guidelines and predictors of improvement among participants in the Kansas State Employee Wellness Program.

Science.gov (United States)

Hui, Siu-kuen Azor; Engelman, Kimberly K; Shireman, Theresa I; Ellerbeck, Edward F

2013-07-11

Employee wellness programs (EWPs) have been used to implement worksite-based cancer prevention and control interventions. However, little is known about whether these programs result in improved adherence to cancer screening guidelines or how participants' characteristics affect subsequent screening. This study was conducted to describe cancer screening behaviors among participants in a state EWP and identify factors associated with screening adherence among those who were initially nonadherent. We identified employees and their dependents who completed health risk assessments (HRAs) as part of the Kansas state EWP in both 2008 and 2009. We examined baseline rates of adherence to cancer screening guidelines in 2008 and factors associated with adherence in 2009 among participants who were initially nonadherent. Of 53,095 eligible participants, 13,222 (25%) participated in the EWP in 2008 and 6,205 (12%) participated in both years. Among the multiyear participants, adherence was high at baseline to screening for breast (92.5%), cervical (91.8%), and colorectal cancer (72.7%). Of participants who were initially nonadherent in 2008, 52.4%, 41.3%, and 33.5%, respectively, became adherent in the following year to breast, cervical, and colorectal cancer screening. Suburban/urban residence and more frequent doctor visits predicted adherence to breast and colorectal cancer screening guidelines. The effectiveness of EWPs for increasing cancer screening is limited by low HRA participation rates, high rates of adherence to screening at baseline, and failure of nonadherent participants to get screening. Improving overall adherence to cancer screening guidelines among employees will require efforts to increase HRA participation, stronger interventions for nonadherent participants, and better access to screening for rural employees.

Integration of workers' compensation and health insurance prescription drug programs: how does it work and do employees use it?

Science.gov (United States)

Saleh, Shadi; Washington, Stephanie; Stapleton, David; Livermoore, Gina

2004-01-01

In 1998, New York State designed and developed an integrated workers' compensation (WC)/health plan prescription drug program, ONECARD Rx, in response to cost inefficiencies within the then current system and in an attempt to improve the quality of care provided to WC claimants. This paper describes the benefit's design and development process and factors related to its use. Users and non-users of the program were surveyed through a mailed questionnaire with appropriate telephone follow-up. Eight steps were followed in the development of the benefit. Results obtained from the assessment of ONECARD Rx suggest that factors affecting use mainly relate to the knowledge of both, employees and pharmacists, of the program. The two main differences detected between users and non-users included the state agency the employee works for and the site of residence. Innovative strategies that couple private and public agencies should aim at reducing the costs and eliminating inefficiencies while improving the quality of care, of which satisfaction is an important component. Copyright 2003 Wiley-Liss, Inc.

Development of a self-management program for employees with complaints of the arm, neck, and/or shoulder: an intervention mapping approach.

Science.gov (United States)

Hutting, Nathan; Detaille, Sarah I; Engels, Josephine A; Heerkens, Yvonne F; Staal, J Bart; Nijhuis-van der Sanden, Maria Wg

2015-01-01

To develop a self-management program with an additional eHealth module, using the six steps of the intervention mapping (IM) protocol, to help employees with complaints of the arm, neck, and/or shoulder (CANS) cope with their problems. In Step 1 of the IM protocol, a needs assessment was performed consisting of a review of the Dutch multidisciplinary guidelines on CANS, and of focus group sessions with employees with CANS (n=15) and with relevant experts (n=17). After the needs assessment, the objectives of the intervention and the determinants of self-management at work were formulated (Step 2). Furthermore, theory-based intervention methods and practical strategies were selected (Step 3), and an intervention program (including the eHealth module) was developed (Step 4). Finally, plans for implementation and evaluation of the program were developed (Steps 5 and 6). Step 1 of the IM protocol revealed that employees with CANS should be stimulated to search for information about the cause of their complaints, about how to deal with their complaints, and in which manner they can influence their complaints themselves. In Step 2, the overall goal of the intervention was defined as "self-management behavior at work" with the aim to alleviate the perceived disability of the participants. Step 3 described how the intervention methods were translated into practical strategies, and goal setting was introduced as an important method for increasing self-efficacy. The product of Step 4 was the final program plan, consisting of 6-weekly group sessions of 2.5 hours each and an eHealth module. In Step 5, a recruitment plan and course materials were developed, a steering committee was set up, trainers were recruited, and the final program was tested. In Step 6, an evaluation plan was developed, which consists of a randomized controlled trial with a 12-month follow-up period and a qualitative evaluation (interviews) with some of the participants. This study resulted in a theory- and

Effectiveness of worksite interventions to increase influenza vaccination rates among employees and families.

Science.gov (United States)

Ofstead, Cori L; Sherman, Bruce W; Wetzler, Harry P; Dirlam Langlay, Alexandra M; Mueller, Natalie J; Ward, Jeremy M; Ritter, Daniel R; Poland, Gregory A

2013-02-01

To increase influenza vaccination rates among industrial employees and their families through a campaign at a large corporation. This prospective, multisite study used employee surveys and claims data to evaluate an evidence-based worksite vaccination program. Vaccination rates among insured employees and dependents (N = 13,520) increased significantly after the intervention (P employees received vaccine at employer-sponsored events. There was a strong association between employee and family vaccination status. Primary reasons for receiving the vaccine were economic (free 84%; convenient 80%; avoid absenteeism 82%), rather than health-related. Knowledge was associated with vaccination, but customized education did not change beliefs. Worksite programs can demonstrably increase vaccination rates among industrial employees and families. Consideration should be given to repositioning vaccination from medical treatment to community initiatives offered with other worksite health promotion programs.

Employee Assistance Programmes in the United States.

Science.gov (United States)

Hollmann, Robert W.

1982-01-01

The author describes what American organizations are doing with respect to employees with alcohol, drug, mental, and personality problems and other emotional difficulties affecting job performance. Specifically, this article is devoted to a more thorough description of American employee assistance programs and a discussion of factors that are…

Self-Determination Theory With Application to Employee Health Settings.

Science.gov (United States)

Ross, Brenda M; Barnes, Donelle M

2018-01-01

Occupational health nurses motivate employees to engage in healthy behaviors. Both clinicians and researchers need strong theories on which to base decisions for health programs (e.g., healthy diet) and experimental interventions (e.g., workplace walking). The self-determination theory could be useful as it includes concepts of individual autonomy, competence to perform healthy behaviors, and relationships as predictors of health behaviors and outcomes. In this article, the self-determination theory is described and evaluated using Walker and Avant's criteria. The theory is applied to a population of federal employees who smoke. By increasing employees' ability to autonomously choose smoking cessation programs, support their competence to stop smoking, and improve their relationships with both others who smoke and employee health services, smoking cessation should increase.

Revisiting Employee Assistance Programs and Substance Use Problems in the Workplace: Key Issues and a Research Agenda

Science.gov (United States)

Levy Merrick, Elizabeth S.; Volpe-Vartanian, Joanna; Horgan, Constance M.; McCann, Bernard

2012-01-01

This column describes employee assistance program (EAPs) and identifies key issues for contemporary EAPs. These programs began as occupational alcohol programs and have evolved into more comprehensive resources. To better understand contemporary EAPs, the authors suggest a research agenda at includes descriptive studies to provide an up-to-date picture of services; investigations of how contemporary EAPs address substance use problems, including management consultation for early identification; further study of EAPs’ effects on outcomes, such as productivity and work group outcomes; examination of the relationship between EAPs and other workplace resources; further examination of influences on EAP utilization; and development and testing of EAP performance measures. PMID:17914000

Evaluating employee assistance policy in an HMO-based alcoholism project.

Science.gov (United States)

Putnam, S L; Stout, R L

1985-01-01

One aspect of successful employee assistance program (EAP) implementation is the adoption of a formal, written policy, reflecting company commitment to EAP guidelines and goals. This study of criteria predictive of such policy adoption was conducted at the occupational alcoholism project of a New England health maintenance organization (HMO). Data on nearly 400 organizations contacted by occupational program consultants (OPCs) over a 20-month period were collected by questionnaire and interview. One third of these organizations adopted employee assistance policies and set about establishing formal programs. Stepwise multiple regression is the principal method used to pinpoint the correlates of policy adoption. Two of the most important of these are the attitudes of contact persons within the organization toward alcoholism and employee assistance programs, particularly their admission of alcohol problems within their social networks; and the consultants' persistence and marketing skills. The adopting organizations also had reputations for being progressive, and actively concerned about employee welfare; they tended to be large, their executives autonomous, and their union membership rates high. Inhibiting policy acceptance were fears that a written policy would jeopardize the reputation and image of the organization, and that an employee assistance program would remove internal control of personal procedures. The adequacy of the evaluative data and methods are discussed, and recommendations are offered in the interests of streamlining the efforts of OPCs and of achieving greater penetration of targeted organizations.

Employee and employer support for workplace-based smoking cessation: results from an international survey.

Science.gov (United States)

Halpern, Michael T; Taylor, Humphrey

2010-01-01

Workplace smoking cessation programs can increase smoking cessation rates, improve employee health, reduce exposure to second-hand smoke, and decrease costs. To assist with the development of such programs, we conducted a Global Workplace Smoking Survey to collect information on workplace attitudes towards smoking cessation programs. Data were collected from 1,403 employers (smoking and non-smoking) and 3,525 smoking employees participating in surveys in 14 countries in Asia, Europe, and South America in 2007. Results were weighted to ensure that they were representative of smokers and employers at companies with the specified number of employees. More than two-thirds of employers (69%) but less than half of employees (48%) indicated that their company should help employees with smoking cessation. Approximately two-thirds of employees and 81% of employers overall felt that smoke-free policies encourage cessation, but fewer individuals from Europe (vs. from Asia or South America) agreed with this. In companies with a smoke-free policy, 76% of employees and 80% of employers felt that their policy had been somewhat, very, or extremely effective in motivating employees to quit or reduce smoking. Employers and employees differed substantially regarding appropriate methods for encouraging cessation, with more employees favouring financial incentives and more employers favouring education. Both employees and employers value smoke-free workplace programs and workplace cessation support activities, although many would like their companies to offer more support. These results will be useful for organizations exploring means of facilitating smoking cessation amongst employees.

Radiation exposures for DOE and DOE contractor employees, 1989

International Nuclear Information System (INIS)

Smith, M.H.; Eschbach, P.A.; Harty, R.; Millet, W.H.; Scholes, V.A.

1992-12-01

All US Department of Energy (DOE) and DOE contractors, are required to submit occupational radiation exposure records to a central depository. In 1989, data were required to be submitted for all employees who were required to be monitored in accordance with DOE Order 5480.11 and for all visitors who had a positive exposure. The data required included the external penetrating whole-body dose equivalent, the shallow dose equivalent, and a summary of internal depositions of radioactive material above specified limits. Data regarding the exposed individuals included the individual's age, sex, and occupational category. This report is a summary of the external penetrating whole-body dose equivalents and shallow dose equivalents reported by DOE and DOE contractors for the calendar year 1989. A total of 90,882 DOE and DOE contractor employees were reported to have been monitored for whole-body ionizing radiation exposure during 1989. This represents 53.6% of all DOE and DOE contractor employees and is an increase (4.3 %) from the number of monitored employees for 1988. In addition to the employees, 12,643 visitors were monitored

Professional Preparation in Employee Health Education.

Science.gov (United States)

Pigg, R. Morgan, Jr.; Bailey, William J.

1983-01-01

The need for college courses to train personnel to conduct employee health programs in private industry is discussed. A description of a sample graduate-level course is provided, as is a listing of pertinent organizations, programs, books, and articles. (PP)

[Comparison of two access portals of an employee assistance program at an insurance corporation targeted to reduce stress levels of employees].

Science.gov (United States)

Burnus, M; Benner, V; Kirchner, D; Drabik, A; Stock, St

2012-03-01

Support programmes for stress reduction were offered independently in two departments (650 employees in total) of an insurance group. Both departments, referred to as comparison group 1 and 2 (CG1 and CG2), offered an Employee Assistance Programme (EAP) featuring individual consultations. The employees were addressed through different channels of communication, such as staff meetings, superiors and email. In CG1, a staff adviser additionally called on all employees at their workplace and showed them a brief relaxing technique in order to raise awareness of stress reduction. By contacting employees personally it was also intended to reduce the inhibition threshold for the following individual talks. In CG2 individual talks were done face-to-face, whereas CG1 used telephone counselling. By using the new access channel with an additional personal contact at the workplace, an above average percentage of employees in CG1 could be motivated to participate in the following talks. The rate of participants was five times as high as in CG1, with lower costs for the consultation in each case.

The relationship between employer health insurance characteristics and the provision of employee assistance programs.

Science.gov (United States)

Zarkin, G A; Garfinkel, S A

1994-01-01

Workplace drug and alcohol abuse imposes substantial costs on employers. In response, employers have implemented a variety of programs to decrease substance abuse in the workplace, including drug testing, health and wellness programs, and employee assistance programs (EAPs). This paper focuses on the relationship between enterprises' organizational and health insurance characteristics and the firms' decisions to provide EAPs. Using data from the 1989 Survey of Health Insurance Plans (SHIP), sponsored by the Health Care Financing Administration (HCFA), we estimated the prevalence of EAPs by selected organizational and health insurance characteristics for those firms that offer health insurance to their workers. In addition, we estimated logistic models of the enterprises' decisions to provide EAPs as functions of the extent of state substance abuse and mental health insurance mandates, state-level demographic variables, and organizational and health insurance characteristics. Our results suggest that state mandates and demographic variables, as well as organizational and health insurance characteristics, are important explanatory variables of enterprises' decisions to provide EAPs.

The disconnected values model improves mental well-being and fitness in an employee wellness program.

Science.gov (United States)

Anshel, Mark H; Brinthaupt, Thomas M; Kang, Minsoo

2010-01-01

This study examined the effect of a 10-week wellness program on changes in physical fitness and mental well-being. The conceptual framework for this study was the Disconnected Values Model (DVM). According to the DVM, detecting the inconsistencies between negative habits and values (e.g., health, family, faith, character) and concluding that these "disconnects" are unacceptable promotes the need for health behavior change. Participants were 164 full-time employees at a university in the southeastern U.S. The program included fitness coaching and a 90-minute orientation based on the DVM. Multivariate Mixed Model analyses indicated significantly improved scores from pre- to post-intervention on selected measures of physical fitness and mental well-being. The results suggest that the Disconnected Values Model provides an effective cognitive-behavioral approach to generating health behavior change in a 10-week workplace wellness program.

How needs and preferences of employees influence participation in health promotion programs: a six-month follow-up study.

Science.gov (United States)

Rongen, Anne; Robroek, Suzan J W; van Ginkel, Wouter; Lindeboom, Dennis; Pet, Martin; Burdorf, Alex

2014-12-15

Low participation in health promotion programs (HPPs) might hamper their effectiveness. A potential reason for low participation is disagreement between needs and preferences of potential participants and the actual HPPs offered. This study aimed to investigate employees' need and preferences for HPPs, whether these are matched by what their employers provide, and whether a higher agreement enhanced participation. Employees of two organizations participated in a six-month follow-up study (n = 738). At baseline, information was collected on employees' needs and preferences for the topic of the HPP (i.e. physical activity, healthy nutrition, smoking cessation, stress management, general health), whether they favored a HPP via their employer or at their own discretion, and their preferred HPP regarding three components with each two alternatives: mode of delivery (individual vs. group), intensity (single vs. multiple meetings), and content (assignments vs. information). Participation in HPPs was assessed at six-month follow-up. In consultation with occupational health managers (n = 2), information was gathered on the HPPs the employers provided. The level of agreement between preferred and provided HPPs was calculated (range: 0-1) and its influence on participation was studied using logistic regression analyses. Most employees reported needing a HPP addressing physical activity (55%) and most employees preferred HPPs organized via their employer. The mean level of agreement between the preferred and offered HPPs ranged from 0.71 for mode of delivery to 0.84 for intensity, and was 0.47 for all three HPP components within a topic combined. Employees with a higher agreement on mode of delivery (OR: 1.72, 95% CI: 0.87-3.39) and all HPP components combined (OR: 2.36, 95% CI: 0.68-8.17) seemed to be more likely to participate in HPPs, but due to low participation these associations were not statistically significant. HPPs aimed at physical activity were most needed by

Service orientation of the restaurant employees

OpenAIRE

Gagić, Snježana; Vuković-Jovičić, Ana; Petrović, Marko D.

2017-01-01

The service orientation program developed for restaurant employees can be a competitive advantage for a restaurant operation. Service orientation has been characterized as the disposition of employees to be helpful, thoughtful, considerate, and co-operative towards customers. Customer-oriented behaviors include: helping customers; helping customers to assess their needs; offering service that will satisfy those needs; describing services accurately; avoiding deceptive manipulations; and avoid...

An Examination on the Effect of Prior Knowledge, Personal Goals, and Incentive in an Online Employee Training Program

Science.gov (United States)

Zha, Shenghua; Adams, Andrea Harpine; Calcagno-Roach, Jamie Marie; Stringham, David A.

2017-01-01

This study explored factors that predicted learners' transformative learning in an online employee training program in a higher education institution in the U.S. A multivariate multiple regression analysis was conducted with a sample of 74 adult learners on their learning of a new learning management system. Four types of participants' behaviors…

Behavior improvement: a two-track program for the correction of employee problems.

Science.gov (United States)

McConnell, C R

1993-03-01

In the best of all possible working worlds no one would ever have to be involuntarily terminated from employment. Whether a punitive discharge for a severe violation of a word rule, or a gentle dismissal for failure to meet job standards, termination is one of the most difficult tasks a supervisor ever has to perform. However, it is the effect on the employee that should dominate the supervisor's thoughts and actions, not the personal uneasiness with which the supervisor greets the task. It is because of the impact on the employee that the supervisor has a responsibility to do everything reasonably possible to ensure the employee's success before resorting to dismissal or discharge. Adopting this sort of caring attitude toward employees is not easy; most of our management role models of past years were raised on authoritarianism. As a result there is in many supervisors a tendency to simply weed out the troublesome employee and start again with someone new. However, any supervisor can fire, but it is the exceptional supervisor who can salvage an employee and turn a source of problems into an effective producer.

A Promising Tool for Helping Vulnerable Workers? An Exploration of the Use of Employee Assistance Programs (EAPs) to Help Low-Wage Workers on College Campuses

Science.gov (United States)

Hahn, Andrew B.

2005-01-01

Employee assistance programs, or EAPs, are an employee benefit designed to help workers meet their work and family needs. However, questions have been raised about the design, utilization, and scale of services that EAPs make possible for low-wage workers. This article explores whether on college campuses an EAP benefit can simultaneously meet the…

[Current status on management and needs related to education and training programs set for new employees at the provincial Centers for Disease Control and Prevention, in China].

Science.gov (United States)

Ma, J; Meng, X D; Luo, H M; Zhou, H C; Qu, S L; Liu, X T; Dai, Z

2016-06-01

In order to understand the current management status on education/training and needs for training among new employees working at the provincial CDC in China during 2012-2014, so as to provide basis for setting up related programs at the CDC levels. Based on data gathered through questionnaire surveys run by CDCs from 32 provincial and 5 specifically-designated cities, microsoft excel was used to analyze the current status on management of education and training, for new employees. There were 156 management staff members working on education and training programs in 36 CDCs, with 70% of them having received intermediate or higher levels of education. Large differences were seen on equipment of training hardware in different regions. There were 1 214 teaching staff with 66 percent in the fields or related professional areas on public health, in 2014. 5084 new employees conducted pre/post training programs, from 2012 to 2014 with funding as 750 thousand RMB Yuan. 99.5% of the new employees expressed the needs for further training while. 74% of the new staff members expecting a 2-5 day training program to be implemented. 79% of the new staff members claimed that practice as the most appropriate method for training. Institutional programs set for education and training at the CDCs need to be clarified, with management team organized. It is important to provide more financial support on both hardware, software and human resources related to training programs which are set for new stuff members at all levels of CDCs.

Motivation of employees and employee benefits

OpenAIRE

Haninger, David

2011-01-01

This bachelor's thesis examines the subject of employee motivation and employee benefits. The basic terms and theories needed to comprehend the subject are explained in the theoretical part of the work. The theoretical part of the work also focuses on employee benefits, mainly the goal of employee benefits and listing of currently available employee benefits. In the practical part of the work is an analysis and comparison of employee benefits used in two companies that are representing privat...

Evaluate Your EAP: Can It Help Support Employee Rights Legislation?

Science.gov (United States)

Ryan, Katherine C.

1997-01-01

Employee assistance programs (EAPs) are emerging as an efficient way to address employee rights, particularly in light of the Americans with Disabilities Act and the Family and Medical Leave Act. Well-managed EAPs help maintain a healthy, motivated, productive workforce, show effort to provide reasonable accommodation of employee needs, and may…

Using Opinions and Knowledge to Identify Natural Groups of Gambling Employees.

Science.gov (United States)

Gray, Heather M; Tom, Matthew A; LaPlante, Debi A; Shaffer, Howard J

2015-12-01

Gaming industry employees are at higher risk than the general population for health conditions including gambling disorder. Responsible gambling training programs, which train employees about gambling and gambling-related problems, might be a point of intervention. However, such programs tend to use a "one-size-fits-all" approach rather than multiple tiers of instruction. We surveyed employees of one Las Vegas casino (n = 217) and one online gambling operator (n = 178) regarding their gambling-related knowledge and opinions prior to responsible gambling training, to examine the presence of natural knowledge groups among recently hired employees. Using k-means cluster analysis, we observed four natural groups within the Las Vegas casino sample and two natural groups within the online operator sample. We describe these natural groups in terms of opinion/knowledge differences as well as distributions of demographic/occupational characteristics. Gender and language spoken at home were correlates of cluster group membership among the sample of Las Vegas casino employees, but we did not identify demographic or occupational correlates of cluster group membership among the online gambling operator employees. Gambling operators should develop more sophisticated training programs that include instruction that targets different natural knowledge groups.

A RESEARCH ON INTERNAL MARKETING AND MOTIVATION: EMPLOYEE EVALUTION OF TRAINING AND DEVELOPMENT PROGRAMMES IN BANKING SECTOR

Directory of Open Access Journals (Sweden)

Kenan GÜLLÜ

2017-04-01

Participation in training and development programs is quite important to employees as being internal customers for the increase of employee mativation in services sector. In this context, this study examines the employee evalutionof training and development programs in banking sectorwith the blend of secondary and primary data which was collected through an e-mail survey applied to the employees working in the branch of a Turkish bank in Kayseri, Turkey. Statistical analyses of data indicate that employee motivation differs in terms of employee participation in any training and development programs and the working experience in the sector. The study concludes that employee participation in training and development programs is important in enhancingemployee motivation in the services sector. The results are in line with the current literatüre.

Federal employees health program experiences lack of competition in some areas, raising cost concerns for exchange plans.

Science.gov (United States)

McBride, Timothy D; Barker, Abigail R; Pollack, Lisa M; Kemper, Leah M; Mueller, Keith J

2012-06-01

The Affordable Care Act calls for creation of health insurance exchanges designed to provide private health insurance plan choices. The Federal Employees Health Benefits Program is a national model that to some extent resembles the planned exchanges. Both offer plans at the state level but are also overseen by the federal government. We examined the availability of plans and enrollment levels in the Federal Employees Health Benefits Program throughout the United States in 2010. We found that although plans were widely available, enrollment was concentrated in plans owned by just a few organizations, typically Blue Cross/Blue Shield plans. Enrollment was more concentrated in rural areas, which may reflect historical patterns of enrollment or lack of provider networks. Average biweekly premiums for an individual were lowest ($58.48) in counties where competition was extremely high, rising to $65.13 where competition was extremely low. To make certain that coverage sold through exchanges is affordable, policy makers may need to pay attention to areas where there is little plan competition and take steps through risk-adjustment policies or other measures to narrow differences in premiums and out-of-pocket expenses for consumers.

A 5-year evaluation of a smoking cessation incentive program for chemical employees.

Science.gov (United States)

Olsen, G W; Lacy, S E; Sprafka, J M; Arceneaux, T G; Potts, T A; Kravat, B A; Gondek, M R; Bond, G G

1991-11-01

This 5-year study of the Dow Chemical Texas Operations 1984-1985 Smoking Cessation Incentive Program (SCIP) evaluated the smoking habits of 1,097 participants and 1,174 nonparticipants. We observed, via questionnaire and saliva cotinine data, that participants were 2.3 times more likely to be long-term (greater than or equal to 5 years) nonusers of tobacco than nonparticipants (10.2% vs 4.4%, P less than or equal to 0.01). However, smoking cessation rates for 3-4 years, 1-2 years, and less than 1 year were similar for participants who remained smokers at the conclusion of SCIP and nonparticipants. Age and the interaction between the management job category and having quit smoking for at least 30 days sometime prior to the worksite program were important predictors of smoking cessation among participants. Thirty-six percent of the participants who were considered exsmokers of 6 months duration at the conclusion of the program in 1985 remained long-term quitters 5 years later. Stress and enjoyment of smoking were the two most important reasons provided by participants for recidivism. The results of this 5-year evaluation demonstrate the heterogeneity of employee participation and success with a worksite smoking cessation program.

Culturally tailored diabetes prevention in the workplace: focus group interviews with Hispanic employees.

Science.gov (United States)

Brown, Sharon A; García, Alexandra A; Steinhardt, Mary A; Guevara, Henry; Moore, Claire; Brown, Adama; Winter, Mary A

2015-04-01

The purpose was to conduct focus groups with Hispanic employees to obtain input into adaptation of previous DSME interventions for use as a workplace diabetes prevention program. From a list of interested Hispanic employees who attended a local health fair (n = 68), 36 were randomly selected to participate in focus groups held during supper mealtime breaks. An experienced bilingual moderator directed the sessions, using interview guidelines developed by the research team. Participants' ages ranged from 22 to 65 years (mean = 50.4, n = 36, SD = 10.7), 7 males and 29 females attended, and 53% had type 2 diabetes mellitus (T2DM). Employees expressed a keen interest in diabetes classes and recommended a focus on preparing healthier Hispanic foods. Primary barriers to promoting healthier lifestyles were work schedules; many employees worked 2 part-time or full-time jobs. Administrators and direct supervisors of the employees were highly supportive of a workplace diabetes prevention program. The consistent message was that a workplace program would be the ideal solution for Hispanic employees to learn about diabetes and healthy behaviors, given their busy schedules, family responsibilities, and limited resources. If found to be effective, such a workplace program would be generalizable to other service employees who have disproportionate diabetes rates. © 2015 The Author(s).

40 CFR 68.83 - Employee participation.

Science.gov (United States)

2010-07-01

...) CHEMICAL ACCIDENT PREVENTION PROVISIONS Program 3 Prevention Program § 68.83 Employee participation. (a... their representatives on the conduct and development of process hazards analyses and on the development of the other elements of process safety management in this rule. (c) The owner or operator shall...

Radiofrequency exposure amongst employees of mobile network operators and broadcasters

International Nuclear Information System (INIS)

Litchfield, Ian; Sorahan, Tom; Tongeren, Martie van

2017-01-01

Little is known about personal exposure to radiofrequency (RF) fields amongst employees in the telecommunications industry responsible for installing and maintaining transmitters. IARC classified RF exposure as a possible carcinogen, although evidence from occupational studies was judged to be inadequate. Hence, there is a need for improved evidence of any potentially adverse health effects amongst the workforce occupationally exposed to RF radiation. In this study, results are presented from an exposure survey using data from personal monitors used by employees in the broadcasting and telecommunication industries of the UK. These data were supplemented by spot measurements using broadband survey metres and information on daily work activities provided by employee questionnaires. The sets of real-time personal data were categorised by four types of site determined by the highest powered antenna present (high, medium or low power and ground-level sites). For measurements gathered at each type of site, the root mean square and a series of box plots were produced. Results from the daily activities diaries suggested that riggers working for radio and television broadcasters were exposed to much longer periods as compared to colleagues working for mobile operators. Combining the results from the measurements and daily activity diaries clearly demonstrate that exposures were highest for riggers working for broadcasting sites. This study demonstrates that it is feasible to carry out exposure surveys within these populations that will provide reliable estimates of exposure that can be used for epidemiological studies of occupational groups exposed to RF fields. (authors)

Radiofrequency Exposure Amongst Employees of Mobile Network Operators and Broadcasters.

Science.gov (United States)

Litchfield, Ian; van Tongeren, Martie; Sorahan, Tom

2017-06-15

Little is known about personal exposure to radiofrequency (RF) fields amongst employees in the telecommunications industry responsible for installing and maintaining transmitters. IARC classified RF exposure as a possible carcinogen, although evidence from occupational studies was judged to be inadequate. Hence, there is a need for improved evidence of any potentially adverse health effects amongst the workforce occupationally exposed to RF radiation. In this study, results are presented from an exposure survey using data from personal monitors used by employees in the broadcasting and telecommunication industries of the UK. These data were supplemented by spot measurements using broadband survey metres and information on daily work activities provided by employee questionnaires. The sets of real-time personal data were categorised by four types of site determined by the highest powered antenna present (high, medium or low power and ground-level sites). For measurements gathered at each type of site, the root mean square and a series of box plots were produced. Results from the daily activities diaries suggested that riggers working for radio and television broadcasters were exposed to much longer periods as compared to colleagues working for mobile operators. Combining the results from the measurements and daily activity diaries clearly demonstrate that exposures were highest for riggers working for broadcasting sites. This study demonstrates that it is feasible to carry out exposure surveys within these populations that will provide reliable estimates of exposure that can be used for epidemiological studies of occupational groups exposed to RF fields. © The Author 2016. Published by Oxford University Press.

The role of employee assistance programs in the era of rapid change in the health care delivery system.

Science.gov (United States)

Sumerall, S W; Israel, A R; Brewer, R; Prew, R E

1999-01-01

With the rapid changes occurring in the American healthcare system, questions regarding various aspects of care have arisen. These changes have led to the need for individuals working within an Employee Assistance Program (EAP) to respond quickly and effectively to crisis situations. This article summarizes the different roles and responsibilities of EAP workers in the healthcare marketplace.

Effectiveness of a workplace-based intervention program to promote mental health among employees in privately owned enterprises in China.

Science.gov (United States)

Sun, Jing; Buys, Nicholas; Wang, Xinchao

2013-12-01

This study aims to examine the effectiveness of a workplace-based intervention program to improve mental health, work ability, and work productivity in privately owned enterprises in China. A prospective cohort intervention study design was employed in which the intervention program was implemented for 30 months (from July 2009 to December 2012). Nine privately owned retail enterprises in China participated in the intervention study. Researchers administered a self-report survey to 2768 employees. The research team measured participants' job stress, resilience, work ability, absenteeism, depression, and work performance. A comprehensive Health Promotion Enterprise Program was implemented that entailed the following components: policies to support a healthy work environment, psychosocial interventions to promote mental health, provision of health services to people with mental illness, and professional skills training to deal with stress and build resilience. Analysis of variance was used to examine preintervention versus postintervention differences in stress, resilience, and work ability. Logistic regression was used to examine absenteeism related to depression. The results suggest that the intervention program was effective at improving participants' ability to work, their sense of control over their jobs, and, in particular, their ability to meet the mental demands of work. The intervention program also reduced participants' job stress levels and reduced the probability of absenteeism related to depression. The intervention programs incorporating both individual-level and organizational-level factors to promote mental health were effective and have implications for both practice and policy regarding enterprises taking more responsibility for the provision of mental health services to their employees.

An evaluation of substance misuse treatment providers used by an employee assistance program.

Science.gov (United States)

Miller, N A

1992-05-01

Structural measures of access, continuity, and quality of substance misuse treatment services were compared in 30 fee-for-service (FFS) facilities and nine health maintenance organizations (HMOs). Probit models related effects of the provider system (FFS or HMO) and the system's structural characteristics to 243 employees' access to and outcomes from treatment. Access was decreased in Independent Practice Association (IPA)/network HMOs and in all facilities which did not employ an addictionologist or provide coordinated treatment services. When bivariate correlations were examined, both use of copayments and imposing limits to the levels of treatment covered were negatively related to access, while a facility's provision of ongoing professional development was positively associated with access. These correlations did not remain significant in the multivariate probits. Receiving treatment in a staff model HMO and facing limits to the levels of treatment covered were negatively associated with attaining sufficient progress, while receiving treatment in a facility which provided ongoing professional development was positively related to progress: these effects did not remain significant in multivariate analyses. Implications for employee assistance program (EAP) staff in their role as case managers and for EAP staff and employers in their shared role as purchasers of treatment are discussed.

Gaming industry employees' responses to responsible gambling training: a public health imperative.

Science.gov (United States)

LaPlante, Debi A; Gray, Heather M; LaBrie, Richard A; Kleschinsky, John H; Shaffer, Howard J

2012-06-01

Gaming industry employees work in settings that create personal health risks. They also have direct contact with customers who might engage in multiple risky activities (e.g., drinking, smoking, and gambling) and might need to facilitate help-seeking by patrons or co-workers who experience problems. Consequently, the empirical examination of the processes and procedures designed to prepare employees for such complex situations is a public health imperative. In the current study we describe an evaluation of the Casino, Inc. Play Responsibly responsible gaming program. We surveyed 217 employees prior to and 1 month after (n = 116) they completed a multimedia driven responsible gambling training program. We observed that employees improved their knowledge of responsible gambling concepts from baseline to follow-up. The Play Responsibly program was more successful in providing new knowledge than it was in correcting mistaken beliefs that existed prior to training. We conclude, generally, that Play Responsibly is associated with increases in employees' responsible gambling knowledge.

29 CFR 32.7 - Designation of responsible employee.

Science.gov (United States)

2010-07-01

... 29 Labor 1 2010-07-01 2010-07-01 true Designation of responsible employee. 32.7 Section 32.7 Labor Office of the Secretary of Labor NONDISCRIMINATION ON THE BASIS OF HANDICAP IN PROGRAMS OR ACTIVITIES RECEIVING FEDERAL FINANCIAL ASSISTANCE General Provisions § 32.7 Designation of responsible employee. A...

Effects of a job crafting intervention program on work engagement among Japanese employees: a pretest-posttest study

Directory of Open Access Journals (Sweden)

Asuka Sakuraya

2016-10-01

Full Text Available Abstract Background Job crafting, an employee-initiated job design/redesign, has become important for employees’ well-being such as work engagement. This study examined the effectiveness of a newly developed job crafting intervention program on work engagement (as primary outcome, as well as job crafting and psychological distress (as secondary outcomes, using a pretest-posttest study design among Japanese employees. Methods Participants were managers of a private company and a private psychiatric hospital in Japan. The job crafting intervention program consisted of two 120-min sessions with a two-week interval between them. Outcomes were assessed at baseline (Time 1, post-intervention (Time 2, and a one-month follow-up (Time 3. The mixed growth model analyses were conducted using time (Time 1, Time 2, and Time 3 as an indicator of intervention effect. Effect sizes were calculated using Cohen’s d. Results The program showed a significant positive effect on work engagement (t = 2.20, p = 0.03 in the mixed growth model analyses, but with only small effect sizes (Cohen’s d = 0.33 at Time 2 and 0.26 at Time 3. The program also significantly improved job crafting (t = 2.36, p = 0.02: Cohen’s d = 0.36 at Time 2 and 0.47 at Time 3 and reduced psychological distress (t = −2.06, p = 0.04: Cohen’s d = −0.15 at Time 2 and −0.31 at Time 3. Conclusions The study indicated that the newly developed job crafting intervention program was effective in increasing work engagement, as well as in improving job crafting and decreasing psychological distress, among Japanese managers. Trial registration UMIN Clinical Trials Registry UMIN000024062 . Retrospectively registered 15 September 2016.

Hotel Employees' Japanese Language Experiences: Implications and Suggestions.

Science.gov (United States)

Makita-Discekici, Yasuko

1998-01-01

Analyzes the Japanese language learning experiences of 13 hotel employees in Guam. Results of the study present implications and suggestions for a Japanese language program for the hotel industry. The project began as a result of hotel employees frustrations when they were unable to communicate effectively with their Japanese guests. (Auth/JL)

Communicating with Employees about Pension and Welfare Benefits.

Science.gov (United States)

Srb, Jozetta H.

The purpose of this report is to examine some of the problems of communication with employees about pension and welfare benefits. Issues discussed relate to (1) employees' attitudes toward benefits and benefit communication, (2) the structure of private benefit programs, (3) the case for fair labeling, and (4) the trend toward statutory criteria…

Improving employee well-being through worksite health promotion? The employees' perspective

OpenAIRE

Nöhammer , Elisabeth; Stummer , Harald; Schusterschitz , Claudia

2010-01-01

Abstract Aim The aim of the present study was to investigate the potential of worksite health promotion to improve individual well-being from the employees? perspective, analyze benefit categories and develop suggestions for future worksite health promotion program designs. Subjects and methods A questionnaire based on a qualitative study was distributed in four Austrian organizations to cover state-owned,...

The Redesign of a Community Pharmacy Internship Program.

Science.gov (United States)

Pattin, Anthony J; Kelling, Sarah E; Szyskowski, Jim; Izor, Michelle L; Findley, Susan

2016-06-01

Pharmacy internships provide students with practical experiences that lead to enhancement of clinical skills and personal growth. To describe the design and implementation of a structured 10-week summer pharmacy internship program in a supermarket chain pharmacy. The pharmacy leadership team developed and piloted a new format of the pharmacy internship during the summer of 2013. Pharmacy students in professional year 1 (P1), 2 (P2), and 4 (P4) were invited to apply for a paid internship. Pharmacy students were recruited from all colleges of pharmacy in the state of Michigan. The goal of the new program was to create a focused learning opportunity that encouraged students to develop knowledge, skills, and abilities about patient care, pharmacy management, and working within a team. A total of 19 interns were recruited (P1 = 7, P2 = 7, and P4 = 5). Students practiced 40 hours per week and participated in the medication dispensing process and employee biometrics screening program. Interns provided approximately 500 assessments on pharmacy employees and all P1 and P2 interns completed a patient care project. The restructured internship program provided pharmacy students with a 10-week program that exposed them to many aspects of community pharmacy practice. The program needs future refinement and assessment measures to verify interns improve skills throughout the program. © The Author(s) 2015.

Working for wellness: defining, measuring, and enhancing employee well-being

OpenAIRE

Page, Kathryn May

2017-01-01

The focus of this thesis was on the utility of the workplace in promoting employee well-being. The thesis applied principles of positive psychology (PP) to the field of occupational health psychology (OHP). Paper 1 reviewed employee well-being with a focus on both general and work-related dimensions. Paper 2 developed a niche for positive employee well-being programs. It reviewed a number of strategies for improving employee health and well-being, including occupational health and safety leg...

Differential referral of women and men to employee assistance programs: the role of supervisory attitudes.

Science.gov (United States)

Young, D W; Reichman, W R; Levy, M F

1987-01-01

Potential factors underlying sex differences in the referral of problem-drinking subordinates to employee assistance programs (EAPs) were explored in interviews with 120 supervisors in four organizations. Analyses of data obtained in these interviews assessed the relative ability of eight variables to predict supervisor's actual identification and referral of female and male problem drinkers. In addition to numbers of employees supervised, the supervisors' judgment of the EAP's effectiveness was the best predictor of referral and identification, regardless of the sex of the referred subordinate. Knowledge and training in the EAP was a secondary contributor to referral of men, but played no role in female referrals. When controlling for all other variables, the extent to which supervisors held an egalitarian attitude toward women's rights and roles was found to be marginally positively related to identification of female drinkers. Similarly, a less stigmatized, stereotyped view of women's use and abuse of alcohol was marginally associated with a greater likelihood of referral of a female drinker to the EAP. Neither of these attitudinal variables was related to identification or referral of male problem drinkers.

The Analysis of Factors Affecting Employee Retention at PT. Hasjrat Abadi Manado

OpenAIRE

Tumewu, Ferdinand; Pangemanan, Sifrid S.; Walangitan, Briando N.V.

2014-01-01

Employee is a valuable asset that needs to be well-organized for acquiring a maximum organization performance. In other words, by using appropriate employee retention program would be very critical for creating sustainability of any organization. Therefore, this research study aims to investigating factors that affecting employee retention at PT. Hasjrat Abadi Manado such as: stress management, employee personal value match with job, employee empowerment and involvement, positive work experie...

The cost of screening and brief intervention in employee assistance programs.

Science.gov (United States)

Cowell, Alexander J; Bray, Jeremy W; Hinde, Jesse M

2012-01-01

Few studies examine the costs of conducting screening and brief intervention (SBI) in settings outside health care. This study addresses this gap in knowledge by examining the employer-incurred costs of SBI in an employee assistance program (EAP) when delivered by counselors. Screening was self-administered as part of the intake paperwork, and the brief intervention (BI) was delivered during a regular counseling session. Training costs were $83 per counselor. The cost of a screen to the employer was $0.64; most of this cost comprised the cost of the time the client spent completing the screen. The cost of a BI was $2.52. The cost of SBI is lower than cost estimates of SBI conducted in a health care setting. The low costs for the current study suggest that only modest gains in outcomes would likely be needed to justify delivering SBI in an EAP setting.

Trouble Sleeping Associated With Lower Work Performance and Greater Health Care Costs: Longitudinal Data From Kansas State Employee Wellness Program.

Science.gov (United States)

Hui, Siu-kuen Azor; Grandner, Michael A

2015-10-01

To examine the relationships between employees' trouble sleeping and absenteeism, work performance, and health care expenditures over a 2-year period. Utilizing the Kansas State employee wellness program (EWP) data set from 2008 to 2009, multinomial logistic regression analyses were conducted with trouble sleeping as the predictor and absenteeism, work performance, and health care costs as the outcomes. EWP participants (N = 11,698 in 2008; 5636 followed up in 2009) who had higher levels of sleep disturbance were more likely to be absent from work (all P work performance ratings (all P health care costs (P work attendance, work performance, and health care costs.

Every employee an owner. Really.

Science.gov (United States)

Rosen, Corey; Case, John; Staubus, Martin

2005-06-01

Surveys indicate that when new rules on expensing stock options take effect, many companies are likely to limit the number of employees who can receive equity compensation. But companies that reserve equity for executives are bound to suffer in the long run. Study after study proves that broad-based ownership, when done right, leads to higher productivity, lower workforce turnover, better recruits, and bigger profits. "Done right" is the key. Here are the four most important factors in implementing a broad-based employee equity plan: A significant portion of the workforce--generally, most of the full-time people--must hold equity; employees must think the amounts they hold can significantly improve their financial prospects; managerial practices and policies must reinforce the plan; and employees must feel a true sense of company ownership. Those factors add up to an ownership culture in which employees' interests are aligned with the company's. The result is a workforce that is loyal, cooperative, and willing to go above and beyond to make the organization successful. A wide variety of companies have recorded exceptional business performance with the help of employee-ownership programs supported by management policies. The authors examine two: Science Applications International, a research and development contractor, and Scot Forge, which shapes metal and other materials for industrial machinery. At both companies, every employee with a year or so of service holds equity, and employees who stay on can accumulate a comfortable nest egg. Management's sharing of financial information reinforces workers' sense of ownership. So does the expectation that employees will accept the responsibilities of ownership. Workers with an ownership stake internalize their responsibilities and feel they have an obligation not only to management but to one another.

International employee perspectives on disability management.

Science.gov (United States)

Wagner, Shannon; Buys, Nicholas; Yu, Ignatius; Geisen, Thomas; Harder, Henry; Randall, Christine; Fraess-Phillips, Alex; Hassler, Benedikt; Scott, Liz; Lo, Karen; Tang, Dan; Howe, Caroline

2018-05-01

To provide an international analysis of employees' views of the influence of disability management (DM) on the workplace. An international research team with representation from Australia, Canada, China, and Switzerland collected survey data from employees in public and private companies in their respective regions. Due to lack of availability of current measures, a research team-created survey was used and a total of 1201 respondents were collected across the four countries. Multiple linear (enter) regression was also employed to predict DM's influence on job satisfaction, physical health, mental health, workplace morale and reduced sickness absence, from respondents' perceptions of whether their company provided disability prevention, stay-at-work, and return-to-work initiatives within their organization. One-way ANOVA comparisons were used to examine differences on demographic variables including company status (public versus private), union status (union versus nonunion), and gender. The perceived influence of DM programs was related to perceptions of job satisfaction; whereas, relationships with mental health, physical health, morale, and sickness absence were variable according to type of DM program and whether the response was related to self or others. Difference analyses (ANOVA) revealed significantly more positive perceptions for private and nonunion organizations; no gender effects were found. There is perceived value of DM from the perspective of employees, especially with respect to its value for coworkers. Implications for Rehabilitation Rehabilitation efforts should continue to focus attention on the value of disability management (DM). In particular, DM that is fully committed to the biopsychosocial model would be supported by this research. Employees reported the most value in the psychosocial variables addressed by DM, such that rehabilitation professionals could focus on these valued aspects to improve buy-in from employees. The interest in

Orientation and Integration of New Employees in an Organization Hotel

Directory of Open Access Journals (Sweden)

Daniel Dăneci-Pătrău

2016-01-01

The aim of this study is to highlight the role and importance of the integration process,orientation and training of new employees within an organization hotel. To achieve was analyzedprofessional orientation program for new employees in the department reception at Hotel DaliConstanta, offering a guide to best practices be reflected in the behavior of employees to hotelguests in the future.

Managing Employee Assistance Programmes.

Science.gov (United States)

Schmidenberg, Olive C.; Cordery, John L.

1990-01-01

Interviews with 20 branch managers and 20 accountants in an Australian bank determined factors influencing the success of an employee assistance program (EAP). It was found that policies requiring supervisors to act against normal managerial practice doom EAPs to failure. Organizational analysis to integrate the EAP within existing organizational…

The effects of moms and teens for safe dates: a dating abuse prevention program for adolescents exposed to domestic violence.

Science.gov (United States)

Foshee, Vangie A; Benefield, Thad; Dixon, Kimberly S; Chang, Ling-Yin; Senkomago, Virginia; Ennett, Susan T; Moracco, Kathryn E; Michael Bowling, J

2015-05-01

Adolescents exposed to domestic violence are at high risk for dating abuse. This randomized controlled trial evaluated a dating abuse prevention program designed specifically for this risk group. Moms and Teens for Safe Dates consisted of six mailed booklets of dating abuse prevention information and interactive activities. Mothers who had been victims of domestic violence but no longer lived with the abuser delivered the program to their adolescents who had been exposed to the abuse. Mother and adolescent pairs (N = 409) were recruited through community advertising; the adolescents ranged from 12 to 16 years old and 64 % were female. Mothers and adolescents completed baseline and 6-month follow-up telephone interviews. Booklet completion in the treatment group ranged from 80 % for the first to 62 % for the last booklet. The analyses first tested whether program effects on dating abuse varied by four a priori identified moderators (mother's psychological health, the amount of adolescent exposure to domestic violence, and adolescent sex and race/ethnicity). Main effects of the program were examined when there were no differential program effects. Program effects on psychological and physical victimization and psychological and cyber perpetration were moderated by the amount of adolescent exposure to domestic violence; there were significant favorable program effects for adolescents with higher, but not lower levels of exposure to domestic violence. There were no moderated or main effects on sexual violence victimization and perpetration or cyber victimization. The findings suggest that a dating abuse prevention program designed for adolescents exposed to domestic violence can have important positive effects.

The measurement of employee motivation by using multi-factor statistical analysis

OpenAIRE

Zámečník, Roman

2014-01-01

The proposal and implementation of an effective motivation program is one of the key management tasks of a company. Improperly designed and applied motivation programs can have a negative impact on employees, who are not motivated to achieve maximum performance. The paper will also deal with the problems of employee motivation and the motivation programs in a selected industrial company. The motivation structure analysis will be based on the general knowledge of the theory of motivation, toge...

Employee Resistance to Computer Technology.

Science.gov (United States)

Ewert, Alan

1984-01-01

The introduction of computers to the work place may cause employee stress. Aggressive, protective, and avoidance behaviors are forms of staff resistance. The development of good training programs will enhance productivity. Suggestions for evaluating computer systems are offered. (DF)

Physical activity and unplanned illness-related work absenteeism: Data from an employee wellness program.

Science.gov (United States)

Losina, Elena; Yang, Heidi Y; Deshpande, Bhushan R; Katz, Jeffrey N; Collins, Jamie E

2017-01-01

Illness-related absenteeism is a major threat to work productivity. Our objective was to assess the relationship between physical activity and unplanned illness-related absenteeism from work. We implemented physical activity program for sedentary non-clinician employees of a tertiary medical center. Financial rewards were available for reaching accelerometer-measured ambulatory physical activity goals over a 24-week period. We categorized participants into three groups based on mean levels of physical activity: low (0-74 min/week), medium (75-149 min/week) and meeting CDC guidelines (≥150 min/week). We built a multivariable Poisson regression model to evaluate the relationship between physical activity and rates of unplanned illness-related absenteeism. The sample consisted of 292 employees who participated in the program. Their mean age was 38 years (SD 11), 83% were female, and 38% were obese. Over the 24 intervention weeks, participants engaged in a mean of 90 min/week (SD 74) of physical activity and missed a mean of 14 hours of work (SD 38) due to illness. Unplanned absenteeism due to illness was associated with physical activity. As compared to the group meeting CDC guidelines, in multivariable analyses those in the medium physical activity group had a 2.4 (95% CI 1.3-4.5) fold higher rate of illness-related absenteeism and those in the lowest physical activity group had a 3.5 (95% CI 1.7-7.2) fold higher rate of illness-related absenteeism. Less physical activity was associated with more illness-related absenteeism. Workforce-based interventions to increase physical activity may thus be a promising vehicle to reduce unplanned illness-related absenteeism.

Physical activity and unplanned illness-related work absenteeism: Data from an employee wellness program.

Directory of Open Access Journals (Sweden)

Elena Losina

Full Text Available Illness-related absenteeism is a major threat to work productivity. Our objective was to assess the relationship between physical activity and unplanned illness-related absenteeism from work.We implemented physical activity program for sedentary non-clinician employees of a tertiary medical center. Financial rewards were available for reaching accelerometer-measured ambulatory physical activity goals over a 24-week period. We categorized participants into three groups based on mean levels of physical activity: low (0-74 min/week, medium (75-149 min/week and meeting CDC guidelines (≥150 min/week. We built a multivariable Poisson regression model to evaluate the relationship between physical activity and rates of unplanned illness-related absenteeism.The sample consisted of 292 employees who participated in the program. Their mean age was 38 years (SD 11, 83% were female, and 38% were obese. Over the 24 intervention weeks, participants engaged in a mean of 90 min/week (SD 74 of physical activity and missed a mean of 14 hours of work (SD 38 due to illness. Unplanned absenteeism due to illness was associated with physical activity. As compared to the group meeting CDC guidelines, in multivariable analyses those in the medium physical activity group had a 2.4 (95% CI 1.3-4.5 fold higher rate of illness-related absenteeism and those in the lowest physical activity group had a 3.5 (95% CI 1.7-7.2 fold higher rate of illness-related absenteeism.Less physical activity was associated with more illness-related absenteeism. Workforce-based interventions to increase physical activity may thus be a promising vehicle to reduce unplanned illness-related absenteeism.

Physical activity and unplanned illness-related work absenteeism: Data from an employee wellness program

Science.gov (United States)

Yang, Heidi Y.; Katz, Jeffrey N.; Collins, Jamie E.

2017-01-01

Background Illness-related absenteeism is a major threat to work productivity. Our objective was to assess the relationship between physical activity and unplanned illness-related absenteeism from work. Methods We implemented physical activity program for sedentary non-clinician employees of a tertiary medical center. Financial rewards were available for reaching accelerometer-measured ambulatory physical activity goals over a 24-week period. We categorized participants into three groups based on mean levels of physical activity: low (0–74 min/week), medium (75–149 min/week) and meeting CDC guidelines (≥150 min/week). We built a multivariable Poisson regression model to evaluate the relationship between physical activity and rates of unplanned illness-related absenteeism. Results The sample consisted of 292 employees who participated in the program. Their mean age was 38 years (SD 11), 83% were female, and 38% were obese. Over the 24 intervention weeks, participants engaged in a mean of 90 min/week (SD 74) of physical activity and missed a mean of 14 hours of work (SD 38) due to illness. Unplanned absenteeism due to illness was associated with physical activity. As compared to the group meeting CDC guidelines, in multivariable analyses those in the medium physical activity group had a 2.4 (95% CI 1.3–4.5) fold higher rate of illness-related absenteeism and those in the lowest physical activity group had a 3.5 (95% CI 1.7–7.2) fold higher rate of illness-related absenteeism. Discussion Less physical activity was associated with more illness-related absenteeism. Workforce-based interventions to increase physical activity may thus be a promising vehicle to reduce unplanned illness-related absenteeism. PMID:28472084

Peak expiratory flow rate (PEFR) among Nuclear Fuel Complex (NFC) employees

International Nuclear Information System (INIS)

Vijay Rao, J.; Venkaiah, K.; Mohan Rao, N.

2010-01-01

At Nuclear Fuel Complex (NFC), employees are exposed to ammonia, hydrofluoric acid, acetone, etc., which are respiratory toxicants and inhalation of these pollutants may produce irritation and obstruction in airways. Due to nature of their occupation, tradesman working in plants are having longer duration of exposure (LDE) and others, such as supervisors, scientific officers, helpers, etc., that occasionally visit plants are having shorter duration of exposure (SDE) to these pollutants. The peak expiratory flow rate (PEFR) is an index to diagnose obstruction in larger airways and this is metered with mini peak flow meter among 835 NFC employees. Using ANOVA test, PEFR value was compared according to age and smoking. The value was compared between LDE and SDE employees according to smoking and duration of employment. The multiple regression equation for prediction of PEFR was developed. Age, smokers and higher duration of LDE employees demonstrated significantly lower PEFR value. In comparison to 10 year duration, 30 and above year duration of employment, LDE employees showed a higher decline in PEFR, that is 95 L (17.6%) and in SDE employees, that is 41L (7.8%). This may be due to longer duration of employment of LD employees smoking prevention and follow up study is suggested. (author)

Preventing School Employee Sexual Misconduct: An Outcome Survey Analysis of Making Right Choices.

Science.gov (United States)

Lipson, Glenn; Grant, Billie-Jo; Mueller, Jessica; Sonnich, Steve

2018-05-30

This treatment-only study examines the impact of Making Right Choices, an online course prevention program designed to promote the knowledge, awareness, and prevention of school employee sexual misconduct. The sample included 13,007 school employee participants who took the Making Right Choices course between May 6, 2011, and March 12, 2017, in California and New York. The 20-item measure, Preventing Misconduct Assessment, was administered to participants at the end of the online course; completion of the measure was voluntary. Descriptive statistics revealed that a large majority of participants reported increasing their knowledge and awareness of school employee sexual misconduct because of their participation in the Making Right Choices online course. This study yields important findings regarding the impact of a sexual misconduct prevention program and, specifically, the difference it may make for non-licensed school employees. These findings indicate that school employees are accepting of sexual misconduct training programs and rate them as having value.

Disability management: corporate medical department management of employee health and productivity.

Science.gov (United States)

Burton, W N; Conti, D J

2000-10-01

This study describes a proactive in-house program for managing short-term disability (STD) in the workforce of a very large banking system. The goals of this program were to (1) minimize the personal and economic impacts of STD by early intervention, (2) validate the extent and duration of STD, and (3) coordinate medical services and provide guidance to managers that would facilitate an early return to work. This program was made possible by the installation of a comprehensive database, called Occupational Medicine and Nursing Information System. This database mainly includes employees' claims for inpatient and outpatient health services, disability and workers' compensation benefits, wellness program participation, medical examinations and laboratory tests, use of prescription drugs, and results of Health Risk Appraisals. As a result of these efforts, STD event duration declined after this STD management program was implemented in locations heretofore outside the system, and by providing full pay for part-time work after STD, within the system as well. Of note, the average number of STD days per employee showed substantial variation by health plan, including the fact that it was higher (3.9 STD days/employee) for health maintenance organization participants than for indemnity plan members (2.7 STD days/employee).

Does Skin in the Game Matter if You Aren't Playing? Examining Participation in Oregon's Public Employee Health Engagement Model.

Science.gov (United States)

Wright, Bill J; Dulacki, Kristen; Rissi, Jill; McBride, Leslie; Tran, Sarah; Royal, Natalie

2017-01-01

Employers are increasingly exploring health benefits that incentivize lifestyle change for employees. We used early data from an ongoing study of one such model-the Health Engagement Model (HEM), which Oregon implemented for all public employees in 2012-to analyze variation in employee participation and engagement. A survey was designed to assess program engagement, opinions of the program, and self-reported lifestyle changes. Data were collected in 2012, about 9 months after HEM launched. A representative random sample of 4500 state employees served as the study subjects. Primary measures included whether employees signed up for the program, completed its required activities, and reported making lifestyle changes. Logistic regression was used to analyze survey results. Most employees (86%) chose to participate, but there were important socioeconomic differences: some key target populations, including smokers and obese employees, were the least likely to sign up; less educated employees were also less likely to complete program activities. Despite mostly negative opinions of the program, almost half of participants reported making lifestyle changes. Oregon's HEM launch was largely unpopular with employees, but many reported making the desired lifestyle changes. However, some of those the program is most interested in enrolling were the least likely to engage. People involved with implementing similar programs will need to think carefully about how to cultivate broad interest among employees.

The process of adapting a universal dating abuse prevention program to adolescents exposed to domestic violence.

Science.gov (United States)

Foshee, Vangie A; Dixon, Kimberly S; Ennett, Susan T; Moracco, Kathryn E; Bowling, J Michael; Chang, Ling-Yin; Moss, Jennifer L

2015-07-01

Adolescents exposed to domestic violence are at increased risk of dating abuse, yet no evaluated dating abuse prevention programs have been designed specifically for this high-risk population. This article describes the process of adapting Families for Safe Dates (FSD), an evidenced-based universal dating abuse prevention program, to this high-risk population, including conducting 12 focus groups and 107 interviews with the target audience. FSD includes six booklets of dating abuse prevention information, and activities for parents and adolescents to do together at home. We adapted FSD for mothers who were victims of domestic violence, but who no longer lived with the abuser, to do with their adolescents who had been exposed to the violence. Through the adaptation process, we learned that families liked the program structure and valued being offered the program and that some of our initial assumptions about this population were incorrect. We identified practices and beliefs of mother victims and attributes of these adolescents that might increase their risk of dating abuse that we had not previously considered. In addition, we learned that some of the content of the original program generated negative family interactions for some. The findings demonstrate the utility of using a careful process to adapt evidence-based interventions (EBIs) to cultural sub-groups, particularly the importance of obtaining feedback on the program from the target audience. Others can follow this process to adapt EBIs to groups other than the ones for which the original EBI was designed. © The Author(s) 2014.

Employee retention: a customer service approach.

Science.gov (United States)

Gerson, Richard F

2002-01-01

Employee retention is a huge problem. There are staff shortages in radiology because not enough people are entering the profession; too many people are leaving the profession for retirement, higher-paying jobs or jobs with less stress; and there are not enough opportunities for career advancement. Staff shortages are exacerbated by difficulty in retaining people who enter the profession. While much work has been focused on recruitment and getting more people "in the front door," I suggest that the bulk of future efforts be focused on employee retention and "closing the back door." Employee retention must be an ongoing process, not a program. Approaches to employee retention that focus on external things, i.e., things that the company can do to or for the employee, generally are not successful. The truth is that employee retention processes must focus on what the employee gets out of the job. The process must be a benefits-based approach that helps employees answer the question, "What's in it for me?" The retention processes must be ongoing and integrated into the daily culture of the company. The best way to keep your employees is to treat them like customers. Customer service works for external customers. We treat them nicely. We work to satisfy them. We help them achieve their goals. Why not do the same for our employees? If positive customer service policies and practices can satisfy and keep external customers, why not adapt these policies and practices for employees? And, there is a service/satisfaction link between employee retention and higher levels of customer satisfaction. Customers prefer dealing with the same employees over and over again. Employee turnover destroys a customer's confidence in the company. Just like a customer does not want to have to "train and educate" a new provider, they do not want to do the same for your "revolving door" employees. So, the key is to keep employees so they in turn will help you keep your customers. Because the

Effects on an employee volunteering program on the work force: the ABN-Amro case

NARCIS (Netherlands)

de Gilder, T.C.; Schuyt, T.N.M.; Breedijk, M.

2005-01-01

One of the new ways used by companies to demonstrate their social responsibility is to encourage employee volunteering, whereby employees engage in socially beneficial activities on company time, while being paid by the company. The reasoning is that it is good for employee motivation (internal

32 CFR 536.154 - Claims involving tortfeasors other than nonappropriated fund employees: NAFI risk management...

Science.gov (United States)

2010-07-01

... 32 National Defense 3 2010-07-01 2010-07-01 true Claims involving tortfeasors other than nonappropriated fund employees: NAFI risk management program (RIMP) claims. 536.154 Section 536.154 National... nonappropriated fund employees: NAFI risk management program (RIMP) claims. The risk management program (RIMP) is...

Employed women with alcohol problems who seek help from employee assistance programs. Description and comparisons.

Science.gov (United States)

Blum, T C; Roman, P M; Harwood, E M

1995-01-01

After a brief description of employee assistance programs (EAP), we present data collected from 6,400 employees from 84 worksites who used the services of EAPs, a portion of whom were assessed by the EAP as having alcohol-related problems and/or received scores on the Alcohol Dependence Scale (ADS) indicative of a potential alcohol-related problem. In addition, data were collected at intake from the EAP administrators, and employment status of the employee clients was assessed 18 to 24 months later. These data indicate that EAPs are effective in sustaining the employment of most women with alcohol-related problems who seek services from EAPs and that EAPs' goal of early intervention is especially realized among women with alcohol problems. Other conclusions include: women with alcohol problems do not enter EAPs through routes that are strikingly different from those of men; many of the gender differences that are revealed are associated with job status differences; employed women with alcohol problems are detached from nuclear families, with markedly low rates of current marriage; even when married, spouses are less likely to play a role in the referral of women with alcohol problems than the spouses of the men; and, there is no clear indication that women are the target of any form of discrimination in the process of EAP utilization. However, women are considerably more likely to have less adequate insurance coverage, according to the EAP administrators' assessment reported at client intake, than their male counterparts, leading to treatment choices that may be less than appropriate.

Zone of Acceptance Under Performance Measurement: Does Performance Information Affect Employee Acceptance of Management Authority?

DEFF Research Database (Denmark)

Nielsen, Poul Aaes; Jacobsen, Christian Bøtcher

2018-01-01

Public sector employees have traditionally enjoyed substantial influence and bargaining power in organizational decision making, but few studies have investigated the formation of employee acceptance of management authority. Drawing on the ‘romance of leadership’ perspective, we argue that perfor......Public sector employees have traditionally enjoyed substantial influence and bargaining power in organizational decision making, but few studies have investigated the formation of employee acceptance of management authority. Drawing on the ‘romance of leadership’ perspective, we argue...... that performance information shapes employee attributions of leader quality and perceptions of a need for change in ways that affect their acceptance of management authority, conceptualized using Simon’s notion of a ‘zone of acceptance.’ We conducted a survey experiment among 1,740 teachers, randomly assigning...... true performance information about each respondent’s own school. When employees were exposed to signals showing low or high performance, their acceptance of management authority increased, whereas average performance signals reduced employee acceptance of management authority. The findings suggest...

CAN CSR INFLUENCE EMPLOYEES SATISFACTION?

Directory of Open Access Journals (Sweden)

Patrizia Gazzola

2016-07-01

Full Text Available The study shows how CSR for employees may represent a special opportunity to influence: employees’ general impression of the company and expectations about how the organization treats its employees. Companies have very important role to affect change in their communities and the environment by adopting CSR initiatives. Though short-term benefits might be few, it is likely that the importance of CSR will increase in years to come as people become more interested in the social and environmental effects of companies There’s a debate over whether CSR initiatives, that are socially responsible or environmentally friendly improves employees’ perceptions of the company. When a company has CSR initiatives, employees are more proud of and committed to the organization. This is because the personal identities are partly tied up in the companies that person works for. If a company is saving the world, reflects positively on employees and makes them feel good about the work they do for the company. The role CSR plays in enhancing a company's reputation among its own employees, subsequently boosting their motivation and engagement, is perhaps underrated, which is particularly problematic for companies that are inconsistent in their approach to implementing CSR initiatives. Studies involving CSR have not fully explored how organizational social performance impacts individual employee behaviors nor examined the attributes of individuals comprising stakeholder groups such as employees. The objectives of this study are to analyze the implementation of CSR programs and its impact on employees. The main underlying proposition is that organization can influence its employee through his or her own ethical and responsible behavior. The work culture built upon this sense of organization’s voluntary contribution toward a wide number of stakeholders could invite and encourage employee to adopt the same voluntary attitude and behavior to their own fellow

Employee Retention: A Challenge of the Nineties.

Science.gov (United States)

Zeiss, Tony

1990-01-01

Considers ways in which community colleges can help employers implement programs to improve the work environment and retain trained workers. Presents a model for employee retention that has worked effectively in Pueblo, Colorado. Describes Pueblo Community College's cooperative program with the Wats Marketing Group to help reduce employee…

Reexamining the Impact of Employee Relocation Assistance on Housing Prices

OpenAIRE

Marcus T. Allen; Ronald C. Rutherford; Thomas M. Springer

1997-01-01

In this paper, we reexamine the issue of whether corporate relocation assistance programs for transferred employees significantly affect sale prices of single-family homes. We estimate a hedonic price equation that includes physical housing characteristics, location factors, occupancy status, and type of seller for a sample of 2,441 transactions. Seller types include (a) transferred employees who were given direct relocation assistance, (b) transferred employees who were not given direct relo...

Employee and Family Assistance Video Counseling Program: A Post Launch Retrospective Comparison With In-Person Counseling Outcomes

OpenAIRE

Veder, Barbara; Pope, Stan; Mani, Michèle; Beaudoin, Kelly; Ritchie, Janice

2014-01-01

Background Access to technologically mediated information and services under the umbrella of mental and physical health has become increasingly available to clients via Internet modalities, according to a recent study. In May 2010, video counseling was added to the counseling services offered through the Employee and Family Assistance Program at Shepell·fgi as a pilot project with a full operational launch in September 2011. Objective The objective of this study was to conduct a retrospective...

How does the employer contribution for the federal employees health benefits program influence plan selection?

Science.gov (United States)

Florence, Curtis S; Thorpe, Kenneth E

2003-01-01

Market reform of health insurance is proposed to increase coverage and reduce growth in spending by providing an incentive to choose low-cost plans. However, having a choice of plans could result in risk segmentation. Risk-adjusted payments have been proposed to address risk segmentation but are criticized as ineffective. An alternative to risk adjustment is to subsidize premiums, as in the Federal Employees Health Benefits Program (FEHBP). Subsidizing premiums may also increase total premium spending. We find that there is little risk segmentation in the FEHBP and that reducing the premium subsidy would lower government premium spending and slightly increase risk segmentation.

The impact of team dialogue sessions on employee engagement in an information and communication technology company

Directory of Open Access Journals (Sweden)

Michael A.W. Seymour

2018-06-01

Full Text Available Orientation: Engaged employees are regarded as extremely valuable in today’s unstable economic environment. However, despite spending large amounts of money on the improvement of employee engagement, the effect thereof is seldom determined. This study was about determining the impact of team dialogue sessions on the enhancement of employee engagement in a large information and communication technology company over a 2-year period. Research purpose: This study focused on determining the improvement of employee engagement through an organisation development intervention. The intervention was based on a social constructionist perspective, namely, team dialoguing, and was facilitated over a period of two years. Motivation for the study: Although the matter regarding the improvement of employee engagement seems to be extensively discussed in the literature, research on the use of interventions to enhance employee engagement is to a large extent still lacking. Based on a theoretical integration, it was argued that team dialoguing could improve employee engagement. Research design, approach and method: This was a quantitative study, employing a quasi-experimental design. An experimental group was exposed to an organisation development intervention of team dialogues over a 2-year period and then compared to a control group that had not been exposed to the intervention. Main findings: Although with a small effect size, it was discovered that facilitating team dialogue sessions had a positive impact on employee engagement, more specifically on the exercise of discretionary effort, intention to remain, rational commitment, communication and supervisory support as dimensions. Practical and managerial implications: The practical implication of this study is that the engagement of employees can be enhanced by involving the direct supervisor and his or her team in dialoguing sessions. Contribution or value-add: The study contributed to the literature

Effect of job maintenance training program for employees with chronic disease - a randomized controlled trial on self-efficacy, job satisfaction, and fatigue

NARCIS (Netherlands)

Varekamp, Inge; Verbeek, Jos H.; de Boer, Angela; van Dijk, Frank J. H.

2011-01-01

Employees with a chronic physical condition may be hampered in job performance due to physical or cognitive limitations, pain, fatigue, psychosocial barriers, or because medical treatment interferes with work. This study investigates the effect of a group-training program aimed at job maintenance.

Enhance Your Employee Benefits Package with a 529 College Savings Plan.

Science.gov (United States)

Stott, Gregory D.

2003-01-01

Recommends the establishment of a 529 college-savings program as part of a school district employee-benefits package. Includes how it works, the benefits to employees, the advantages to school districts, and how to get started. (PKP)

Are Leaders born or made? Leadership Training Effects on Employee Perceptions of Leadership

DEFF Research Database (Denmark)

Andersen, Lotte Bøgh; Bøllingtoft, Anne; Jacobsen, Christian Bøtcher

Scholars have discussed for many years whether leaders are born or made. A key question is whether leadership training can push leaders to a more active leadership behavior - also in the eyes of their employees. This article presents the results of a large-scale field experiment where public...... and private leaders were randomly assigned to a control group or one of three leadership training modules aimed at affecting employee-perceived transformational and/or transactional leadership. The participating leaders are from different Danish organizations: Tax agencies, primary and secondary schools......, daycare centers, and banks. All participating leaders and employees were surveyed before and after the training programs, providing us with panel data from 4,782 employees from 474 organizations. We find that the three leadership training programs significantly affected the level of employee...

At the sources of one's well-being: early rehabilitation for employees with symptoms of distress.

Science.gov (United States)

Kuoppala, Jaana; Kekoni, Jouni

2013-07-01

To examine the effects of a new multifaceted early rehabilitation program on employee well-being targeted on distressed employees in small-to-medium sized workplaces. Fifty-two employees (92% women; age: 34 to 66 years) participated in five biweekly sessions with one follow-up day at 6 months. Rehabilitation professionals specially trained for the mindfulness method covered topics from health, nutrition, sleep, physical activity to stress management. Employees were divided by their well-being level at baseline into "healthy" and "symptomatic" groups. Main outcomes were job, mental, and physical well-being. Well-being among the symptomatic employees reached that of the healthy ones at baseline. Also, the healthy participants benefited from the program to a small degree. The preliminary findings of this new program are promising although more research is needed on its effects and cost-effectiveness.

Employee Care

OpenAIRE

Zavadilová, Eva

2014-01-01

The theme of the bachelor's thesis is the issue of employee care and related provision of employee benefits. The main objective is to analyze the effective legislation and characterize the basic areas of employee care. First of all, the thesis focuses on the matter of employee care and related legislation analyzing the working conditions, professional growth of the employees, catering of employees and special conditions for some employees. Furthermore, the special attention is paid to the vol...

Employee Benefit Status from E-Employee Service

Science.gov (United States)

Gündüz, Semseddin; Çoklar, Ahmet Naci

2017-01-01

The internet is the one of the most important global network and information source in information age. The internet has changed employee's life enormously. The purpose of this study is to clarify the benefitting situations of employees from e-employee services. For this purpose, a 20-item data collection tool, based on the e-employee services put…

TRAINING AND DEVELOPMENT STANDARDS FOR FRONT OFFICE EMPLOYEES IN MODERN HOTEL INDUSTRY

Directory of Open Access Journals (Sweden)

Ivica Batinić

2014-10-01

Full Text Available Specific requirements of modern consumer-tourists, competition, new sciences and technology have led to the emergence of new products and services in a modern hotel business as well as prescription of training and development standards for employees and managers in the hotel groups and independent hotels of higher rank. Every serious hotel, in order to survive on the tourist market, must have a separate program (standard of training and development for employees and managers. General hotel management, particularly human resource management, is fully responsible for the development and implementation of the program (standard of training and development of employees and managers. In this paper, I will write about the basic features of modern hospitality and fundamental stages of training and development of hotel employees and managers. In a particular part, I will write about front office department and training and development standards of front office employees and managers.

Alcohol & drug abuse: Revisiting employee assistance programs and substance use problems in the workplace: key issues and a research agenda.

Science.gov (United States)

Merrick, Elizabeth S Levy; Volpe-Vartanian, Joanna; Horgan, Constance M; McCann, Bernard

2007-10-01

This column describes employee assistance program (EAPs) and identifies key issues for contemporary EAPs. These programs began as occupational alcohol programs and have evolved into more comprehensive resources. To better understand contemporary EAPs, the authors suggest a research agenda that includes descriptive studies to provide an up-to-date picture of services; investigations of how contemporary EAPs address substance use problems, including management consultation for early identification; further study of EAPs' effects on outcomes, such as productivity and work group outcomes; examination of the relationship between EAPs and other workplace resources; further examination of influences on EAP utilization; and development and testing of EAP performance measures.

Enhanced Tobacco Control Initiative at Johns Hopkins Health System: Employee Fairness Perception.

Science.gov (United States)

Durrani, Shabnum; Lucik, Meg; Safeer, Richard

2018-02-01

Organizations often fail to establish a clear awareness of what employees consider fair when implementing changes to employee benefits in the workplace. In 2016, the Johns Hopkins Health System (JHHS) enhanced their tobacco control efforts. In addition to enhanced smoking cessation benefits, employees were offered an increased reduction in their insurance premiums if they were nonsmokers. To qualify for the reduction, employees participated in testing rather than relying on self-reporting as had been done in the past. The shift to testing prompted a concern by some senior management at JHHS who did not want employees to feel they were not trusted. As the program unfolded at JHHS, the four-component model of procedural justice was applied to provide a framework for reviewing the implementation of the new voluntary tobacco testing at JHHS from a fairness lens. The purpose of this article is to illustrate the application of the four-component procedural model of justice to the tobacco testing process at JHHS. As approximately 75% of employees participated in the program, the experience at JHHS can be instructive to other employers who are looking to implement changes in their workplaces and how to minimize unintended consequences with their employees.

Development of a self-management program for employees with complaints of the arm, neck, and/or shoulder: an intervention mapping approach

Directory of Open Access Journals (Sweden)

Hutting N

2015-07-01

Full Text Available Nathan Hutting,1,2 Sarah I Detaille,2,3 Josephine A Engels,2 Yvonne F Heerkens,2 J Bart Staal,1,4 Maria WG Nijhuis-van der Sanden1 1Radboud University Medical Center, Radboud Institute for Health Sciences, the Scientific Institute for Quality of Healthcare, 2Hogeschool van Arnhem en Nijmegen (HAN University of Applied Sciences, Faculty of Health and Social Studies, Research Group Occupation and Health, 3HAN University of Applied Sciences, Department HAN Seneca, 4HAN University of Applied Sciences, Faculty of Health and Social Studies, Research Group Musculoskeletal Rehabilitation, Nijmegen, the Netherlands Purpose: To develop a self-management program with an additional eHealth module, using the six steps of the intervention mapping (IM protocol, to help employees with complaints of the arm, neck, and/or shoulder (CANS cope with their problems.Methods: In Step 1 of the IM protocol, a needs assessment was performed consisting of a review of the Dutch multidisciplinary guidelines on CANS, and of focus group sessions with employees with CANS (n=15 and with relevant experts (n=17. After the needs assessment, the objectives of the intervention and the determinants of self-management at work were formulated (Step 2. Furthermore, theory-based intervention methods and practical strategies were selected (Step 3, and an intervention program (including the eHealth module was developed (Step 4. Finally, plans for implementation and evaluation of the program were developed (Steps 5 and 6.Results: Step 1 of the IM protocol revealed that employees with CANS should be stimulated to search for information about the cause of their complaints, about how to deal with their complaints, and in which manner they can influence their complaints themselves. In Step 2, the overall goal of the intervention was defined as “self-management behavior at work” with the aim to alleviate the perceived disability of the participants. Step 3 described how the intervention

5 CFR 451.103 - Agency award program(s).

Science.gov (United States)

2010-01-01

... for employees covered by this subpart. (b) Agencies are encouraged to involve employees in developing such programs. When agencies involve employees, the method of involvement shall be in accordance with... agency financial management controls and delegations of authority; and (2) Documenting justification for...

78 FR 41999 - Combined Drug and Alcohol Testing Programs

Science.gov (United States)

2013-07-15

...)(5) and (c)(6). The revisions read as follows: Sec. 120.115 Employee Assistance Program (EAP... of employees, must be documented as part of each employer's employee assistance program. 4. It makes... documentation of the training given to both supervisors and employees in their employee assistance programs...

An Examination of Cultural Values and Employees' Perceptions of Support on Affective Reaction and the Desire to Participate in a Formal Mentoring Program in an Oilfield Services Corporation

Science.gov (United States)

Hayes, Hanna Bea

2012-01-01

Many researchers have examined the effect of formal mentoring on job satisfaction and organizational commitment. However, there has been little or no focus on an employee's intent to participate in a formal mentoring program based upon an employee's perceived organizational support, and/or affective reaction (job satisfaction and…

MSFC personnel management tasks: Recruitment and orientation of new employees

Science.gov (United States)

Brindley, T. A.

1980-01-01

In order to encourage highly motivated young students to learn about NASA and consider it for a career, a formal program is to be initiated whereby selected students can work on a voluntary basis at Marshall Space Flight Center (MSFC). The first task was to develop the working plan and procedures for this program, called Student Volunteer Service Program, in the writing of MSFC official guidelines, the Marshall Management Instruction (the MMI) which is a binding document that defines policy and establishes procedures and guidelines. Particular considerations written into the MMI after numerous consultations, interviews, and discussions about a satisfactory policy, include: arrangements to be made between the student, the school authorities, and concerned MSFC employees; management of the work assignments; and procedures for the student's welfare and safety. The second task was the development of a recruitment brochure for the attraction of new employees, especially scientists and engineers. The third task assigned was to develop a plan called Orientation of New Employees.

29 CFR 215.3 - Employees represented by a labor organization.

Science.gov (United States)

2010-07-01

... LABOR GUIDELINES, SECTION 5333(b), FEDERAL TRANSIT LAW § 215.3 Employees represented by a labor... the Federal statute in a manner which does not contravene state or local law. For example, employee... to applicants for the Over-the-Road Bus Accessibility Program, and grant applications for the Other...

Inside the VA: How Workplace Training Evaluation Impacts Employee Performance

Science.gov (United States)

Emerson, Timica F.

2017-01-01

Employee performance and patient satisfaction are strong indicators of the current state of a healthcare organization. Workplace training programs are used to teach employees the knowledge and skills necessary to effectively perform on the job. Instructor-led, online, blended and independent learning events are produced to address learning needs…

Smoking-related health behaviors of employees and readiness to quit: basis for health promotion interventions.

Science.gov (United States)

Ott, Carol H; Plach, Sandra K; Hewitt, Jeanne Beauchamp; Cashin, Susan E; Kelber, Sheryl; Cisler, Ron A; Weis, Jo M

2005-06-01

This report describes patterns of cigarette smoking and interest in smoking cessation programs among employees in a public worksite (n = 6,000) and a private worksite (n = 14,000). Of the 622 employees who attended an employee assistance program (EAP) orientation, 110 (18%) were current smokers. A significantly greater proportion of public employees smoked cigarettes, smoked more heavily, and evaluated their health more poorly compared to private employees. Smokers in both sites were over-represented in unskilled positions. Regardless of worksite, respondents who smoked had similar desires to quit or cut down and were annoyed by the comments of others, felt guilty about smoking, awakened with a desire to smoke, and felt they had a smoking problem. Overall, more than one third of individuals were interested in joining a smoking cessation program. Occupational health nurses may use these findings to design and implement smoking cessation interventions in their workplaces.

Predicting TUrnover Intentions of Hotel Employees: The Influence of Employee Development Human Resource Management Practices and Trust in Organization

Directory of Open Access Journals (Sweden)

Mohamad Abdullah Hemdi

2006-01-01

Full Text Available This study investigates the variables that may be predictive of hotel employees’ turnover intentions. The influence of trust in organization as a mediator in the proposed relationship is also examined. A total of 380 operational employees from 5-star rated hotels completed the questionnaires. Hierarchical regression analysis was used to test the relationships hypothesized in the model. Most of the hypotheses were supported. It is suggested that to enhance employees’ trust in organization and subsequently to reduce turnover intentions, hotels need to continue to provide training and development programs to their employees, conduct fair and formal appraisal system, and provide ample and clear career advancement to their employees. Limitations and suggestions for future studies are forwarded.

Kodak Employees and Teachers Change Places.

Science.gov (United States)

Corlett, Mary C.

1982-01-01

Describes a teacher exchange program which enables vocational educators to switch jobs with Kodak employees for weeks at a time to give both Kodak and the school district a better grasp of how to prepare students for industry. (CT)

Help-seeking in transit workers exposed to acute psychological trauma: a qualitative analysis.

Science.gov (United States)

Bance, Sheena; Links, Paul S; Strike, Carol; Bender, Ash; Eynan, Rahel; Bergmans, Yvonne; Hall, Peter; O'Grady, John; Antony, Jesmin

2014-01-01

Traumatic events often occur in workplace settings and can lead to stress reactions such as Post-Traumatic Stress Disorder (PTSD). One such workplace is the transportation industry, where employees are often exposed to trauma. However, extant research shows that a considerable proportion of people with PTSD do not seek specialty mental health treatment. In this qualitative study, we sought to better understand the experience of a traumatic event at work and the barriers and motivating factors for seeking mental health treatment. Twenty-nine Toronto Transit Commission (TTC) employees participated in a one-on-one interview, 18 soon after the traumatic event and 11 after entering a specialized treatment program. Semi-structured, one-on-one interviews were conducting using qualitative description and analyzed using content analysis. Participants described emotional responses after the trauma such as guilt, anger, disbelief as particularly difficult, and explained that barriers to seeking help included the overwhelming amount and timing of paperwork related to the incident as well as negative interactions with management. Motivating factors included family and peer support, as well as financial and emotional issues which persuaded some to seek help. Seeking treatment is a multifactorial process. Implications and recommendations for the organization are discussed.

Assessment of American Heart Association's Ideal Cardiovascular Health Metrics Among Employees of a Large Healthcare Organization: The Baptist Health South Florida Employee Study.

Science.gov (United States)

Ogunmoroti, Oluseye; Younus, Adnan; Rouseff, Maribeth; Spatz, Erica S; Das, Sankalp; Parris, Don; Aneni, Ehimen; Holzwarth, Leah; Guzman, Henry; Tran, Thinh; Roberson, Lara; Ali, Shozab S; Agatston, Arthur; Maziak, Wasim; Feldman, Theodore; Veledar, Emir; Nasir, Khurram

2015-07-01

Healthcare organizations and their employees are critical role models for healthy living in their communities. The American Heart Association (AHA) 2020 impact goal provides a national framework that can be used to track the success of employee wellness programs with a focus on improving cardiovascular (CV) health. This study aimed to assess the CV health of the employees of Baptist Health South Florida (BHSF), a large nonprofit healthcare organization. HRAs and wellness examinations can be used to measure the cardiovascular health status of an employee population. The AHA's 7 CV health metrics (diet, physical activity, smoking, body mass index, blood pressure, total cholesterol, and blood glucose) categorized as ideal, intermediate, or poor were estimated among employees of BHSF participating voluntarily in an annual health risk assessment (HRA) and wellness fair. Age and gender differences were analyzed using χ(2) test. The sample consisted of 9364 employees who participated in the 2014 annual HRA and wellness fair (mean age [standard deviation], 43 [12] years, 74% women). Sixty (1%) individuals met the AHA's definition of ideal CV health. Women were more likely than men to meet the ideal criteria for more than 5 CV health metrics. The proportion of participants meeting the ideal criteria for more than 5 CV health metrics decreased with age. A combination of HRAs and wellness examinations can provide useful insights into the cardiovascular health status of an employee population. Future tracking of the CV health metrics will provide critical feedback on the impact of system wide wellness efforts as well as identifying proactive programs to assist in making substantial progress toward the AHA 2020 Impact Goal. © 2015 Wiley Periodicals, Inc.

Implantation and Evaluation of a Training Program in Radiation Protection of the Exposed Workers in our Hospital

International Nuclear Information System (INIS)

Gil Agudo, A.; Ruiz Rodriguez, J. C.; Zapata Jimenez, J. C.; Munoz Cuevas, R.; Gil Tomas, S.

2004-01-01

The object of this work is to introduce the training program in Radiation Protection implemented in our Hospital, and its evaluation and follow-up. Material AND Methods: The training program in Radiation Protection implanted by the Department of Radiation Protection in the Hospital de la Ribera consists of three types of training modalities: Annual Seminars: applicable to all the exposed workers and divided in a general part and a specific one for each area; Informative lectures: applicable to a specific department, deal with specific issues of interest without predetermined frequency; Individualised training: applicable to pregnant, new workers, job moves and duties change. The follow-up of the program is carried out by mean of inquiries about general and site-specific knowledge on radiation protection. Results The results of the inquiries are analysed and related with the continuous training program. Conclusion: It is remarkable that departments with workers without academic training in radiation protection (Intensive Care Unit, Surgery, Endoscopy,) need a more dedicated training. The results confirm the validity of the three training modalities: The annual seminar provides a continuous training to all exposed workers; the informative lecture is useful to handle immediately issues of current interest in a specific department and the individual training are useful to acquire specific knowledge about radiation risks and radiation protection rules in new working situations. (Author)

Hanford general employee training: A million dollar cost-beneficial program

International Nuclear Information System (INIS)

Gardner, P.R.

1991-01-01

In January, 1990, Westinghouse Hanford Company (WHC) implemented an interactive videodisc training program entitled Hanford General Employee Training (HGET). Following an introduction by the course instructor, students begin the interactive video segment of the course by taking a tour of an office building. In fact, this tour is simply a setting in which to give the student a checkout on safety, security, and quality issues. For example, at one point the guide leaves the room and the phone suddenly begins a steady ring. This is a particular alarm at WHC, and the student is challenged to respond correctly. Missed questions flag corresponding tutorials to be delivered either immediately or on completion of the tour. Instructors receive notification of weakoesses left unremedied. Development costs for a sophisticated program such as HGET were high compared to similar costs for developing equivalent traditional training. Hardware and labor totaled $900K. Annual maintenance costs, equipment plus labor, appear to be running about $200K. On the benefit side, by consolidating some seventeen previous WHC courses and more effectively managing the instructional process, HGET reduced the average student training time from over eleven hours to just under four hours. In the development and implementation of HGET a number of issues were resolved, some more successfully than others: (1) what about job security for former instructors? (2) how should the course be run on a daily basis? (we envisioned a combination of instructor and videodisc); (3) how high will the maintenance costs be? (higher than projected); etc. Many obstacles arise, most in connection with the large number of groups and personnel whose efforts had to be coordinated

[Bullying, work organization and employee well-being.].

Science.gov (United States)

Rafnsdóttir, Guðbjœrg Linda; Tómasson, Kristinn

2004-12-01

The study assessed the association between well-being, work-environment and employees? health among the personnel in savings- and other banks? branches with reference to whether they had been exposed to bullying at work. A questionnaire based on the General Nordic Questionnaire for Psychological and Social Factors at Work was sent to all employees (N=1847) in the spring of 2002. The data was analyzed using the SPSS statistical package. The response rate was 80% with 1475 employees returning the questionnaire. Women were 86% (n=1192) of the responders. About 15% of the employees (n=209) had experienced some form of harassment in connection with work. The majority of those had experienced bullying (8% (n=110)). The victims of bullying were more likely to have poor psychosocial work-environment and were less likely to have experienced a positive relationship with supervisors and other staff. There was only minimal association between bullying and seeking medical attention for a selected number of medical conditions. The victims of bullying were more likely to have experienced significant stress recently (p=0.025), to be mentally exhausted at the end of the workday (p=0.013), to have significant sleep difficulties (p=0.001), and poor mental health (pworkplace, that they will quit their job. In light of this it is of importance to study the experience of bullying among those receiving benefits due to long-term sickness absence or disability.

A Survey of Civilian Employee Attitudes

Science.gov (United States)

1989-06-01

U.S. Army Troop Support Command. The survey was conducted as part of an organizational diagnosis in preparation for the implementation of a civilian...survey as part of the program evaluation is recommended. Keywords: Surveys; Questionnaires; Employee attitudes; Attitude measurement; Organizational diagnosis .

The Healthy Workplace Project: results of a hygiene-based approach to employee wellness.

Science.gov (United States)

Thompson, Sanna J; Rew, Lynn

2015-01-01

An employee wellness program was evaluated to assess changes in germ transmission, absenteeism, and cost of infection-related illness among office-based employees. One-group pretest-posttest design, with intervention delivered for 90 days and measurement conducted over 1 year. Employees of a large office space in Georgia. One thousand six hundred forty-five employees. The Healthy Workplace Project is a 90-day wellness program aimed to increase health and productivity of employees through educational and engagement activities focusing on improving awareness, recognizing infection-related illnesses, and reducing the spread of germs in the workplace. Three types of data were collected: (1) bacterial audits through use of adenosine triphosphate monitoring of various work spaces; (2) self-report absenteeism data using the World Health Organization's Health and Work Performance Questionnaire; and (3) participant employees' medical claims/costs of infection-related minor illnesses. Frequencies and bacterial audit data; Wilcoxon signed ranks tests to determine changes in rates on absenteeism and health care costs. Bacterial audits demonstrated a reduction in contamination levels of 33% across all measured spaces. Absenteeism rates were reduced by 13%. Medical service utilization costs were not significantly reduced for individual employees over the project year. Educational strategies and individual monitoring of germ transmission appears effective in improving employees' health and decreasing absenteeism.

20 CFR 25.201 - How is the Special Schedule applied for employees in Australia?

Science.gov (United States)

2010-04-01

... employees in Australia? 25.201 Section 25.201 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS... How is the Special Schedule applied for employees in Australia? (a) The special schedule of compensation established by subpart B of this part shall apply in Australia with the modifications or additions...

76 FR 45208 - Agency Use of Appropriated Funds for Child Care Costs for Lower Income Employees

Science.gov (United States)

2011-07-28

... included within the employee's ``family'' for purposes of access to alcohol and drug abuse programs. These... dependent and family member relationships, including domestic partners. We are also proposing to change OPM... relationships to either an employee, the employee's spouse, or the employee's domestic partner: (1) A biological...

Board Effectiveness and Employee Engagement: Nigeria Stakeholder Perceptions

Directory of Open Access Journals (Sweden)

Bashir Mande

2013-03-01

Full Text Available The objective of this study is to determine whether employee participation yields effective board performance. To stimulatedebates inthe stakeholder theoretical perspective in an attempt to offer more inclusive approach to strengthen the existing governance structure in Nigeria.This research intends to investigate the suitability of employees participating in board’s decision-making hierarchy because of their contractual importance as wealth creators of the firm. A conceptual model is proposed and tested on public listed companies in Nigeria based on survey perception of sampled 154 respondents. The study employs in-depth confirmatory factory analysis in a structural equation modeling approach. Building upon constructs such as union relations, productivity, and skilled-labor turnover, the study found the indicator variables measure employee participation, which focused more on the board’s control, operational decisions, and strategy in monitoring, service, and networking roles. Hence, we conclude that employees as important contractual company stakeholders affect board performance. Builds on the limited research agenda for boards and corporate governance that focus on coordinating, exploring and distribution of stakes using adventurous research designs and statistical tools, especially in Nigerian emerging economy. This paper exposes the firm’s potentials as provider of sustainable and longer-term benefits not only limited to equityholders, but also to employees as wealth creators, which will improve mutual trust, harmony and confidence for more stable and productive outputs that could give visibility to income inequality. The paper provides valid measures that link corporate governance debates to broader stakeholder perspective.

An Employee Total Health Management–Based Survey of Iowa Employers

Science.gov (United States)

Merchant, James A.; Lind, David P.; Kelly, Kevin M.; Hall, Jennifer L.

2015-01-01

Objective To implement an Employee Total Health Management (ETHM) model-based questionnaire and provide estimates of model program elements among a statewide sample of Iowa employers. Methods Survey a stratified random sample of Iowa employers, characterize and estimate employer participation in ETHM program elements Results Iowa employers are implementing under 30% of all 12 components of ETHM, with the exception of occupational safety and health (46.6%) and worker compensation insurance coverage (89.2%), but intend modest expansion of all components in the coming year. Conclusions The Employee Total Health Management questionnaire-based survey provides estimates of progress Iowa employers are making toward implementing components of total worker health programs. PMID:24284757

Sustained employability of workers in a production environment: design of a stepped wedge trial to evaluate effectiveness and cost-benefit of the POSE program.

Science.gov (United States)

van Holland, Berry J; de Boer, Michiel R; Brouwer, Sandra; Soer, Remko; Reneman, Michiel F

2012-11-20

Sustained employability and health are generating awareness of employers in an aging and more complex work force. To meet these needs, employers may offer their employees health surveillance programs, to increase opportunities to work on health and sustained employability. However, evidence for these health surveillance programs is lacking. The FLESH study (Functional Labour Evaluation for Sustained Health and employment) was developed to evaluate a comprehensive workers' health promotion program on its effectiveness, cost-benefit, and process of the intervention. The study is designed as a cluster randomised stepped wedge trial with randomisation at company plant level and is carried out in a large meat processing company. Every contracted employee is offered the opportunity to participate in the POSE program (Promotion Of Sustained Employability). The main goals of the POSE program are 1) providing employee's insight into their current employability and health status, 2) offering opportunities to improve employability and decrease health risks and 3) improving employability and health sustainably in order to keep them healthy at work. The program consists of a broad assessment followed by a counselling session and, if needed, a tailored intervention. Measurements will be performed at baseline and will be followed up at 20, 40, 60, 80, 106 and 132 weeks. The primary outcome measures are work ability, productivity and absenteeism. Secondary outcomes include health status, vitality, and psychosocial workload. A cost-benefit study will be conducted from the employers' perspective. A process evaluation will be conducted and the satisfaction of employer and employees with the program will be assessed. This study provides information on the effectiveness of the POSE program on sustained employment. When the program proves to be effective, employees benefit by improved work ability, and health. Employers benefit from healthier employees, reduced sick leave (costs) and

Influence of employees' service-oriented behavior on service quality

Directory of Open Access Journals (Sweden)

Vučković Jelisaveta

2015-01-01

Full Text Available In order to constantly improve the quality of service program, organizations in tourism industry, have to pay special attention to managing employees' behavior, especially those in the first line of service provision and their direct superiors. Encouraging the employees towards service-oriented behavior is greatly determined by the adequate and consistent implementation of human resources management instruments. The subject of this research is an empirical examination of relations between employees' behavior in the service providing process and service quality. This research was conducted during 2012, in a five-star hotel 'Izvor', situated in Arandjelovac.

Management of safety and quality and the relationship with employee decisions in country grain elevators.

Science.gov (United States)

Mosher, G A; Keren, N; Freeman, S A; Hurburgh, C R

2012-07-01

Human factors play an important role in the management of safety and quality in an agricultural work environment. Although employee actions and decisions have been identified as a key component of successful occupational safety programs and quality management programs, little attention has been given to the employees' role in these types of programs. This research explored two safety relationships that have theoretical connections but little previous research: the relationship between safety climate and quality climate, and the relationship of the safety and quality climates between the organizational level and the group level within a workplace. Survey data were collected at three commercial grain handling facilities from 177 employees. Employees also participated in safety and quality decision-making simulations. Significant positive predictions were noted for safety and quality climate. Decision-making predictions are also discussed. This research suggests that organizational safety is an important predictor of group safety. In addition, recognizing the larger role that supervisors play in group workplace behavior, more should be done to increase employee perceptions of group-level involvement in quality climate to promote more quality-oriented decision-making by employees.

Employee motivation development opportunities seeking to reduce employee turnover

OpenAIRE

Pilukienė, Laura; Kšivickaitė, Gertūda

2014-01-01

In this article, the authors analyse one of the main nowadays human resources problem – growing employee turnover. Employee motivation process is analysed as a key competitive advantage in employee retention that leads to the growth of the business company’s productivity and competitive stability. The main goal of the article is to analyse the employee motivation and employee turnover relationship and its development possibilities in Lithuania’s business sector.

Multiplex network analysis of employee performance and employee social relationships

Science.gov (United States)

Cai, Meng; Wang, Wei; Cui, Ying; Stanley, H. Eugene

2018-01-01

In human resource management, employee performance is strongly affected by both formal and informal employee networks. Most previous research on employee performance has focused on monolayer networks that can represent only single categories of employee social relationships. We study employee performance by taking into account the entire multiplex structure of underlying employee social networks. We collect three datasets consisting of five different employee relationship categories in three firms, and predict employee performance using degree centrality and eigenvector centrality in a superimposed multiplex network (SMN) and an unfolded multiplex network (UMN). We use a quadratic assignment procedure (QAP) analysis and a regression analysis to demonstrate that the different categories of relationship are mutually embedded and that the strength of their impact on employee performance differs. We also use weighted/unweighted SMN/UMN to measure the predictive accuracy of this approach and find that employees with high centrality in a weighted UMN are more likely to perform well. Our results shed new light on how social structures affect employee performance.

Basic Program Elements for Federal employee Occupational Safety and Health Programs and related matters; Subpart I for Recordkeeping and Reporting Requirements. Final rule.

Science.gov (United States)

2013-08-05

OSHA is issuing a final rule amending the Basic Program Elements to require Federal agencies to submit their occupational injury and illness recordkeeping information to the Bureau of Labor Statistics (BLS) and OSHA on an annual basis. The information, which is already required to be created and maintained by Federal agencies, will be used by BLS to aggregate injury and illness information throughout the Federal government. OSHA will use the information to identify Federal establishments with high incidence rates for targeted inspection, and assist in determining the most effective safety and health training for Federal employees. The final rule also interprets several existing basic program elements in our regulations to clarify requirements applicable to Federal agencies, amends the date when Federal agencies must submit to the Secretary of Labor their annual report on occupational safety and health programs, amends the date when the Secretary of Labor must submit to the President the annual report on Federal agency safety and health, and clarifies that Federal agencies must include uncompensated volunteers when reporting and recording occupational injuries and illnesses.

The Optimal Performance of Employees

Directory of Open Access Journals (Sweden)

Marta Pureber

2000-12-01

Full Text Available The Revoz company set itself the following task: we will enable also our blue colllar workers to improve their ski lls and be promoted. So we started implementing a project of step-by-step education, The Optimal Performance of Employees. Improving the workers' knowledges and skills guarantees higher independence, responsibility, faster development of organisation structure and more trust between the employees because of better communication in bas ic working units. The Optimal Performance program offers blue collar workers a possibility to  improve their professional skills, to adapt themselves to changes in managing, organisation, technology and new approaches to their tasks. The program is based on the following principles: • voluntariness-every worker can participate; • adapted pedagogical approach - based on routine workers' activities, the rhythm of education is adapted to their abilities of absorbing new knowledges; • including of managerial structure - before, du ring and after education; • connection with working environment - the contents of education are linked to a specific working environment.

Telephone-administered cognitive-behavioral therapy for clients with depressive symptoms in an employee assistance program: a pilot study.

Science.gov (United States)

Lam, Raymond W; Lutz, Kevin; Preece, Melady; Cayley, Paula M; Bowen Walker, Anne

2011-02-01

To assess the clinical and work productivity effects of a brief intervention using telephone-administered cognitive-behavioral therapy (CBT) for clients with depressive symptoms attending an employee assistance program (EAP). Self-referred clients attending the PPC Canada EAP with clinically relevant depressive symptoms at initial assessment were offered an 8-session telephone-administered CBT program. Outcomes before and after intervention were assessed with the 9-item Personal Health Questionnaire (PHQ-9), Global Assessment of Functioning (GAF), and clinician ratings of work absence and performance impairment. Fifty clients were referred to the pilot program; 39 participated and 31 completed the telephone CBT program. Among program participants, there was significant improvement in PHQ-9 and GAF scores. There was also a significant reduction in performance impairment but not work absence. Anecdotal reports indicated high satisfaction ratings among participants. The results of this pilot study, although limited by the absence of a comparison or control group, suggest that a brief telephone-administered CBT program can improve depressive symptomatology, work productivity, and general function in depressed clients attending an EAP. Further controlled studies are needed to confirm these preliminary findings.

Below the Salary Line: Employee Engagement of Non-Salaried Employees

Science.gov (United States)

Shuck, Brad; Albornoz, Carlos

2007-01-01

This exploratory empirical phenomological study looks at employee engagement using Kahn (1990) and Maslow's (1970) motivational theories to understand the experience of non-salaried employees. This study finds four themes that seem to affect employee engagement: work environment, employee's supervisor, individual characteristics of the employee,…

Employee Selection Process: Integrating Employee Needs and Employer Motivators.

Science.gov (United States)

Carroll, Brian J.

1989-01-01

Offers suggestions for managers relative to the employee selection process, focusing on the identification of a potential employee's needs and the employer's motivators that affect employee productivity. Discusses the use of a preemployment survey and offers a questionnaire that allows matching of the employee's needs with employment…

Employees as Customers: Exploring Service Climate, Employee Patronage, and Turnover

Science.gov (United States)

Abston, Kristie A.; Kupritz, Virginia W.

2011-01-01

The role of retail employees as customers was explored by quantitatively examining the influence of service climate and employee patronage on employee turnover intentions. Employees representing all shifts in two stores of a national retailer participated. Results indicated that employee patronage partially mediates the effects of service climate…

The Increasing Importance of Employee Relations

Science.gov (United States)

Keckley, Paul

1977-01-01

Surveys corporate public relations executives for information about their concern for and involvement with employee relations programming in their organizations and analyzes current public relations education as it relates to these findings. Available from: Public Relations Review, Ray Hiebert, Dean, College of Journalism, University of Maryland,…

Evaluation by employees of employee management on large US dairy farms.

Science.gov (United States)

Durst, Phillip T; Moore, Stanley J; Ritter, Caroline; Barkema, Herman W

2018-05-23

Employees, many of whom are not native English speakers, perform the majority of work on large US dairy farms. Although management of employees is a critical role of dairy owners and managers, factors that improve employee engagement and retention are not well known. Objectives were to (1) identify key dairy farm employee management issues based on employee perceptions, (2) evaluate strengths and weaknesses of farms based on employee responses, (3) investigate differences between Latino and English-speaking employees, and (4) investigate differences in perception between employers and employees. Employees from 12 US dairy farms (each with a minimum of 10 employees) were interviewed by phone following a questionnaire provided. Employees provided their responses to 21 Likert scale questions and 8 open-ended questions. There was a wide range in employee turnover among farms (100%). Latino employees had much shorter tenure and were more often employed in milking and livestock care than English-speaking employees. Employee perceptions differed among farms regarding whether they would recommend their farm as a place to work, teamwork within the dairy, whether rules were fairly applied, availability of tools and equipment, clear lines of supervision, and recognition for good work in the previous 15 d. Latino employees (n = 91) were more positive in many of these measures than their English-speaking counterparts (n = 77) but less often provided ideas to their employer on how to improve the business. Employers, surveyed on how they thought their employees would answer, underestimated employee responses on several questions, particularly the interest of employees in learning about dairy. When asked to cite 3 goals of the operation, there were differences among owners, managers, and employees. Although employees rated their commitment to the farm and their interest in learning as high, based on turnover, there was an obvious disparity between reality and ideal employee

The impact of employee assistance services on workplace outcomes: Results of a prospective, quasi-experimental study.

Science.gov (United States)

Richmond, Melissa K; Pampel, Fred C; Wood, Randi C; Nunes, Ana P

2017-04-01

Employee Assistance Programs (EAPs) are widely used to help employees experiencing personal or work-related difficulties that impact work productivity. However, rigorous research on the effectiveness of programs to improve work-related outcomes is lacking. The current study represents a major advance in EAP research by using a prospective, quasi-experimental design with a large and diverse employee base. Using propensity scores calculated from demographic, social, work-related, and psychological variables collected on baseline surveys, we matched 156 employees receiving EAP to 188 non-EAP employees. Follow-up surveys were collected from 2 to 12 months post-baseline (M = 6.0). At follow-up, EAP employees had significantly greater reductions in absenteeism (b = -.596, p = .001) and presenteeism (b = -.217, p = .038), but not workplace distress (b = -.079, p = .448), than did non-EAP employees. Tests of moderation of baseline alcohol use, depression, anxiety, and productivity indicate that for the most part, the program works equally well for all groups. However, EAP did more to reduce absenteeism for those who began with lower severity of depression and anxiety at baseline. Results provide the scientific rigor needed to demonstrate EAP impact on improved work outcomes. In the first study of its kind, findings confirm the value of EAPs to help employees address personal and work-related concerns that are affecting job performance. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

The Effectiveness of Empowerment Program on Increasing Self-Esteem, Learned Resourcefulness, and Coping Ways in Women Exposed to Domestic Violence.

Science.gov (United States)

Bahadir-Yilmaz, Emel; Öz, Fatma

2018-02-01

This study was conducted to assess the effectiveness of empowerment program on increasing self-esteem, learned resourcefulness, and coping ways in women exposed to domestic violence. This experimental study was conducted between October 2012 and June 2014 in the obstetrics and gynaecology departments of the Giresun Maternity Hospital, and at the Family Counseling Center (FCC) in Turkey. Sixty women who agreed to participate in the study were randomly assigned into two groups. Data were collected by the Coopersmith Self-Esteem Inventory (SEI), The Rosenbaum's Learned Resourcefulness Scale (RLRS), and the Ways of Coping Inventory (WCI). The assessment of the women before and after the empowerment program showed that women in the intervention group showed significant improvements in the SEI, RLRS, and WCI scores compared with controls. These results suggest that the empowerment program is an effective practice for increasing the levels of self-esteem, learned resourcefulness, and coping ways of women exposed to domestic violence.

Medical surveillance of employee health at the superconducting super collider laboratory

International Nuclear Information System (INIS)

Chester, T.J.

1992-01-01

Medical surveillance can best be defined as conducting specific, targeted medical examinations at predetermined intervals for the purpose of assessing whether individuals have suffered work-related illness or injury. The objectives of the medical examinations are to determine if there is any evidence of illness or injury and to determine whether any illness or injury found is occupationally related. If illness or injury is found, the employee under medical surveillance can be referred for immediate treatment. Other employees in the same work group can be examined, and any hazardous defects in the workplace can be corrected. Additional objectives of these periodic examinations are to determine whether the employee's health status and physical fitness continue to be compatible with the safe performance of his assigned job tasks; to contribute to employee health maintenance by providing the opportunity for early detection, treatment, and prevention of disease or injuries; and to provide a documented record of health status that can be used in analysis of the health of the work group as a whole. Medical surveillance is one of several measures used in a good occupational health and safety program to prevent occupational illness or injury. A heirarchy of preventive health and safety programs is offered: system safety-design review; health and safety procedures; operational readiness review; management safety awareness; employee safety awareness; periodic professional inspections of industrial hygiene, health physics, safety, fire, medical; industrial hygiene/health physics monitoring; medical surveillance examinations; epidemiologic analysis. The earlier in the list a program appears, the more basic it is to the prevention effort and the more likely it is to prevent occupational illness and injuries with the least risk and least expense. A good occupational safety and health program contains all of these elements

Financial penalties for the unhealthy? Ethical guidelines for holding employees responsible for their health.

Science.gov (United States)

Pearson, Steven D; Lieber, Sarah R

2009-01-01

As health care costs continue to rise, an increasing number of self-insured employers are using financial rewards or penalties to promote healthy behavior and control costs. These incentive programs have triggered a backlash from those concerned that holding employees responsible for their health, particularly through the use of penalties, violates individual liberties and discriminates against the unhealthy. This paper offers an ethical analysis of employee health incentive programs and presents an argument for a set of conditions under which penalties can be used in an ethical and responsible way to contain health care costs and encourage healthy behavior among employees.

The Effects of Corporate Social Responsibility Dimensions on Employee Engagement in Iran

OpenAIRE

Osveh Esmaeelinezhad; Ali Bin Boerhannoeddin; Kuppusamy Singaravelloo

2015-01-01

In recent decades, Corporate Social Responsibility (CSR) has attracted the attention of scholars and practitioners. Nevertheless, there is a lack of researches on how CSR influences employees’ positive behaviour toward their companies. By considering the dearth of engaged employees in organizations around the world, it could be expected that CSR programs used as by companies one of the key drivers of enhancing employee engagement. Understanding employee reactions to CSR could help organizatio...

49 CFR Appendix II to Part 805 - Employees Required To Submit Statements

Science.gov (United States)

2010-10-01

...—Employees Required To Submit Statements Statements of employment and financial interests are required of the... 49 Transportation 7 2010-10-01 2010-10-01 false Employees Required To Submit Statements II...) Office of the managing director: (1) Legislative affairs officer. (2) Program analysis officer. (d...

Survey of studies of occupational populations exposed to low-level radiation

International Nuclear Information System (INIS)

Marks, S.

1980-04-01

Studies of occupational populations exposed to large doses of radiation, principally from the ingestion of radium by dial painters and inhalation of radon and its daughters by miners, have provided important information on the health effects of those radioisotopes. Studies of medical radiologists, military personnel exposed to nuclear tests, and factory workers exposed to thorium are in progress. Employees of DOE-contractor facilities and of naval shipyards are also under study. Personnel dosimetry data are generally available for the latter category of occupational populations. Reasons for conducting the studies include interest in exploring the verification at low exposure levels of results of studies of heavily exposed populations and the responsibility of the employer to maintain adequate surveillance of the health of his workers by conducting appropriate epidemiologic studies. The low level of exposure of workers in facilities where adequate personnel dosimetry records are available make it unlikely that the results of such studies can be used to provide health risk estimates in the near future

Impact of Training and Development on Employees Performance in Bosnia And Herzegovina

Directory of Open Access Journals (Sweden)

Serkan Bayraktaroglu

2014-12-01

Full Text Available Companies today are forced to compete and to act professionally in those harsh times, so it is very important to have right employees for better company`s rating. It is crucial that staff needs to have better knowledge, skills and competencies. More and more companies are acknowledging Human Resources (training and development as their main key for success and bigger focus is on employee – customer relation. Main objective of this study was to find out impact of training and development on employee’s performance and Bosnia and Herzegovina was taken as an example. This study was back grounded by the two different questionnaires one for the employees and one for the managers or owners of the companies. Results revealed that there is a huge impact on employee’s performance when it comes to the training programs and employees are fully aware that training programs give them better knowledge, improved skills and ideas for future career paths.

Employee no-shows: managing library absenteeism.

OpenAIRE

Wygant, L J

1988-01-01

Employee absenteeism is a problem faced by all library administrators. This paper describes the development, implementation, and results of a program to discourage absenteeism at the Moody Medical Library of the University of Texas Medical Branch at Galveston. The important role of library administrators and supervisors in controlling absenteeism is emphasized.

20 CFR 632.254 - Program startup.

Science.gov (United States)

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Program startup. 632.254 Section 632.254 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR INDIAN AND NATIVE AMERICAN EMPLOYMENT AND TRAINING PROGRAMS Summer Youth Employment and Training Programs § 632.254 Program startup...

The effect of different workplace nanoparticles on the immune systems of employees

Science.gov (United States)

Kurjane, Natalja; Zvagule, Tija; Reste, Jelena; Martinsone, Zanna; Pavlovska, Ilona; Martinsone, Inese; Vanadzins, Ivars

2017-09-01

Currently, nanoparticles are widely present in the environment and are being used in various industrial technologies. Nanoparticles affect immune functions, causing different immune responses. The aim of the current study was to evaluate several cytokines, interleukin (IL)-1b, IL-6, IL-8, tumour necrosis factor-a (TNF-α), interferon-γ, adhesive molecule sICAM-1, macrophage inhibitory protein 1a (MIP1a) and secretory immunoglobulin A, in nasal lavage fluid and in the peripheral blood of healthy subjects exposed to workplace nanoparticles. Thirty-six employees from three different environments were examined: 12 from a metalworking company, 12 from a woodworking company and 12 office workers. The nanoparticles in the different workplaces were detected in the air in the immediate vicinity of the employees. The particle number concentration and surface area values were significantly higher in the workplaces of the metal- and woodworking industries, but concentrations of mass were lower (the measurements were performed by an electrical low-pressure impactor ELPI+). Energy dispersive X-ray spectroscopy (EDS, an attachment to a high-resolution SEM) was used to provide elemental analysis or chemical characterization of the dust particles in a low-vacuum field-free mode operating at a potential of 15 kV spot 3.0. The technique used provided quantitative and spatial analyses of the distribution of elements through mapping (two to three parallel measurements) and point analysis (four to five parallel measurements). Samples from the metal industry contained more ultramicroscopic and nanometric particles, e.g. toxic metals such as Zn, Mn and Cr, and fewer microscopic dust particles. The nasal lavage and peripheral blood were taken at the beginning and the end of the working week, when immune indices were measured. Our data showed a statistically significant increased level of the pro-inflammatory cytokine TNF-α in serum in both exposed groups compared with office workers as

Novel Method for Recruiting Representative At-Risk Individuals into Cancer Prevention Trials: Online Health Risk Assessment in Employee Wellness Programs.

Science.gov (United States)

Hui, Siu-Kuen Azor; Miller, Suzanne M; Hazuda, Leah; Engelman, Kimberly; Ellerbeck, Edward F

2016-09-01

Participation in cancer prevention trials (CPT) is lower than 3 % among high-risk healthy individuals, and racial/ethnic minorities are the most under-represented. Novel recruitment strategies are therefore needed. Online health risk assessment (HRA) serves as a gateway component of nearly all employee wellness programs (EWPs) and may be a missed opportunity. This study aimed to explore employees' interest, willingness, motivators, and barriers of releasing their HRA responses to an external secure research database for recruitment purpose. We used qualitative research methods (focus group and individual interviews) to examine employees' interest and willingness in releasing their online HRA responses to an external, secure database to register as potential CPT participants. Fifteen structured interviews (40 % of study participants were of racial/ethnic minority) were conducted, and responses reached saturation after four interviews. All employees showed interest and willingness to release their online HRA responses to register as a potential CPT participant. Content analyses revealed that 91 % of participants were motivated to do so, and the major motivators were to (1) obtain help in finding personally relevant prevention trials, (2) help people they know who are affected by cancer, and/or (3) increase knowledge about CPT. A subset of participants (45 %) expressed barriers of releasing their HRA responses due to concerns about credibility and security of the external database. Online HRA may be a feasible but underutilized recruitment method for cancer prevention trials. EWP-sponsored HRA shows promise for the development of a large, centralized registry of racially/ethnically representative CPT potential participants.

Telephonic screening and brief intervention for alcohol misuse among workers contacting the employee assistance program: A feasibility study.

Science.gov (United States)

McPherson, Tracy L; Goplerud, Eric; Derr, Dennis; Mickenberg, Judy; Courtemanche, Sherry

2010-11-01

Substantial empirical support exists for alcohol screening, brief intervention, and referral to treatment (SBIRT) in medical, but not non-medical settings such as the workplace. Workplace settings remain underutilised for delivering evidenced-based health services. This research aims to translate medical research into behavioural health-care practice in a telephonic call centre acting as a point of entry into an Employee Assistance Program (EAP). The goal of the study is to examine the feasibility of implementing routine telephonic alcohol SBIRT in an EAP call centre and assess whether routine SBIRT results in increased identification of workers who misuse alcohol. The design was pretest-posttest, one-group, pre-experimental. An alcohol SBIRT program developed based on World Health Organization recommendations was implemented in one EAP call centre serving one large employer. Workers were offered screening using the Alcohol Use Disorder Identification Test (AUDIT) during intake, brief counselling using motivational interviewing, referral to counselling, and follow-up. At 5 months, 93% of workers contacting the EAP completed the AUDIT-C: 40% prescreened positive and 52% went on to screen at moderate or high risk for an alcohol problem. Overall identification rate (18%) approached general US population estimates. Most agreed to follow-up and three-quarters set an appointment for face-to-face counselling. Integration of routine alcohol SBIRT into EAP practice is feasible in telephonic delivery systems and increases identification and opportunity for brief motivational counselling. When SBIRT is seamlessly integrated workers are willing to answer questions about alcohol and participate in follow-up.[McPherson TL, Goplerud E, Derr D, Mickenberg J, Courtemanche S. Telephonic screening and brief intervention for alcohol misuse among workers contacting the employee assistance program: A feasibility study. © 2010 Australasian Professional Society on Alcohol and other Drugs.

Work load and individual factors affecting work ability among aging municipal employees.

Science.gov (United States)

Tuomi, K; Eskelinen, L; Toikkanen, J; Jarvinen, E; Ilmarinen, J; Klockars, M

1991-01-01

The effects of work stressors, individual characteristics, symptoms, and diseases on work ability were studied among 4255 municipal employees. Work ability was assessed by a work ability index in two cross-sectional inquiries, one in 1981 and the other in 1985. The most impairing for work ability were mental symptoms and musculoskeletal disease. Among the work stressors, high physical demands at work, poor physical work environment, and lack of freedom were associated with impaired work ability. Muscular work, disturbing temperatures at the workplace, and lack of freedom particularly affected employees with disease, whereas poor work postures and role conflicts at work were particularly injurious for healthy employees. The worst situation was observed when a worker with many symptoms and disease was exposed to many different work stressors. Life satisfaction, sitting work posture, a good basic education, and physical exercise during leisure time were associated with good work ability.

Web-based application on employee performance assessment using exponential comparison method

Science.gov (United States)

Maryana, S.; Kurnia, E.; Ruyani, A.

2017-02-01

Employee performance assessment is also called a performance review, performance evaluation, or assessment of employees, is an effort to assess the achievements of staffing performance with the aim to increase productivity of employees and companies. This application helps in the assessment of employee performance using five criteria: Presence, Quality of Work, Quantity of Work, Discipline, and Teamwork. The system uses the Exponential Comparative Method and Weighting Eckenrode. Calculation results using graphs were provided to see the assessment of each employee. Programming language used in this system is written in Notepad++ and MySQL database. The testing result on the system can be concluded that this application is correspond with the design and running properly. The test conducted is structural test, functional test, and validation, sensitivity analysis, and SUMI testing.

Facilitating Employee Recruitment and Retention through On-Site Child Day Care.

Science.gov (United States)

Lombardo, Kathy A.

An early childhood educator at a 360-bed community general hospital implemented a licensed on-site child care program for children between 6 weeks and 10 years of age in order to improve employee recruitment and retention by assisting employees with appropriate child care arrangements. A parent questionnaire was used to assess the degree to which…

What's that, you say? Employee expectations of privacy when using employer-provided technology--and how employers can defeat them.

Science.gov (United States)

Herrin, Barry S

2012-01-01

Two 2010 court cases that determined the effectiveness of policies governing employees' use of employer-provided communication devices can be used to guide employers when constructing their own technology policies. In light of a policy that stated that "users should have no expectation of privacy or confidentiality," one case established that the employer was in the right. However, a separate case favored the employee due, in part, to an "unclear and ambiguous" policy. Ultimately, employers can restrict the use of employer-furnished technology by employees by: 1) clearly outlining that employees do not have a reasonable expectation of privacy in their use of company devices; 2) stating that any use of personal e-mail accounts using employer-provided technology will be subject to the policy; 3) detailing all technology used to monitor employees; 4) identifying company devices covered; 5) not exposing the content of employee communications; and 6) having employees sign and acknowledge the policy.

Slaughtering for a living: A hermeneutic phenomenological perspective on the well-being of slaughterhouse employees.

Science.gov (United States)

Victor, Karen; Barnard, Antoni

2016-01-01

Slaughterhouses constitute a unique work setting exposing employees to particular physical and psychological health challenges. Research that focuses on the well-being of slaughterhouse employees is limited, and the aim of this study was to explore their well-being by conducting a hermeneutic phenomenological study of specifically the slaughterfloor employees' work-life experiences. The study was conducted in a South African commercial abattoir setting. Thirteen slaughterfloor employees and two managers of the slaughterfloor section participated in unstructured interviews. A hermeneutic phenomenological approach to data analysis was adopted following the stages of a naïve reading, a structural thematic analysis, and a comprehensive understanding. Data analysis resulted in four process-related themes representing the different stages of becoming a slaughterer, (mal)adjusting to slaughter work, coping with and maintaining the work, and living with the psycho-social consequences of slaughter work. Results facilitate an understanding of how employee well-being manifests in each of these stages of being a slaughterfloor employee. The risk potential of employees suffering from post-traumatic stress syndrome was evident throughout the stages of being a slaughterfloor employee and offers a useful diagnostic framework to facilitate employee well-being assistance. Slaughterhouse management should develop a holistic focus addressing employee well-being needs evident in each of the stages of being a slaughter worker and by extending well-being interventions to the broader communities that the slaughterhouse functions in.

Employees development

OpenAIRE

Kilijánová, Radka

2010-01-01

Employees development is one of the main activities of human resources management. It is connected with other activites, such as training of employees, career development and performance management. In the recent days there is an increased importance put on employees development, although the current economic crisis still has some consequences, such as reduced development budget of many organizations. The thesis mentiones employees development in the first place in the context of management o...

The case for exploring the usage of employee wellness programs for pediatric asthma control.

Science.gov (United States)

Jassal, Mandeep S; Butz, Arlene

2018-01-18

The multiple socioecological determinants of asthma mandate that pediatricians develop a treatment strategy beyond the practice-based setting. To expand to a more impactful community-based role, pediatricians must look to form partnerships with groups that are capable of promoting social and environmental change. Traditionally, these groups have included schools, governmental agencies, and child care establishments. One group that is not actively being availed of are employers who have shown success in improving adult-based outcomes through wellness programs. Employers are stakeholders in pediatric asthma care through its impact on reduced worker productivity and higher health insurance premiums. An employer's focus on pediatric asthma will be a collective win for the employer and employee. The article herein describes the rationale for the focus of employers on pediatric asthma care and potential incorporation within employer-based wellness strategies.

Employee assistance program services for intimate partner violence and client satisfaction with these services.

Science.gov (United States)

Pollack, Keshia M; McKay, Tasseli; Cumminskey, Chris; Clinton-Sherrod, A Monique; Lindquist, Christine H; Lasater, Beth M; Walters, Jennifer L Hardison; Krotki, Karol; Grisso, Jeane Ann

2010-08-01

To describe intimate partner violence (IPV) services available through employee assistance programs (EAPs) and determine women's satisfaction with these services. A mixed-methods study consisting of semistructured telephone interviews with 28 EAPs about IPV-related services and a national web-based survey of 1765 women regarding their interactions with EAPs when seeking IPV-related assistance. Data were collected in the fall of 2008. EAPs provide fairly extensive services to individuals experiencing IPV. Satisfaction with EAP services for IPV was significantly associated with annual income and the type of help received from the EAP, but not with type of IPV experienced. EAP representatives described challenges with accurately identifying IPV victims and women expressed concerns with confidentiality. Future efforts to enhance the ability of EAPs to respond effectively to IPV should address confidentially and strengthen how IPV-related assistance is delivered.

Initiation of health-behaviour change among employees participating in a web-based health risk assessment with tailored feedback

Directory of Open Access Journals (Sweden)

Kraaijenhagen Roderik A

2011-03-01

Full Text Available Abstract Background Primary prevention programs at the worksite can improve employee health and reduce the burden of cardiovascular disease. Programs that include a web-based health risk assessment (HRA with tailored feedback hold the advantage of simultaneously increasing awareness of risk and enhancing initiation of health-behaviour change. In this study we evaluated initial health-behaviour change among employees who voluntarily participated in such a HRA program. Methods We conducted a questionnaire survey among 2289 employees who voluntarily participated in a HRA program at seven Dutch worksites between 2007 and 2009. The HRA included a web-based questionnaire, biometric measurements, laboratory evaluation, and tailored feedback. The survey questionnaire assessed initial self-reported health-behaviour change and satisfaction with the web-based HRA, and was e-mailed four weeks after employees completed the HRA. Results Response was received from 638 (28% employees. Of all, 86% rated the program as positive, 74% recommended it to others, and 58% reported to have initiated overall health-behaviour change. Compared with employees at low CVD risk, those at high risk more often reported to have increased physical activity (OR 3.36, 95% CI 1.52-7.45. Obese employees more frequently reported to have increased physical activity (OR 3.35, 95% CI 1.72-6.54 and improved diet (OR 3.38, 95% CI 1.50-7.60. Being satisfied with the HRA program in general was associated with more frequent self-reported initiation of overall health-behaviour change (OR 2.77, 95% CI 1.73-4.44, increased physical activity (OR 1.89, 95% CI 1.06-3.39, and improved diet (OR 2.89, 95% CI 1.61-5.17. Conclusions More than half of the employees who voluntarily participated in a web-based HRA with tailored feedback, reported to have initiated health-behaviour change. Self-reported initiation of health-behaviour change was more frequent among those at high CVD risk and BMI levels. In

Soccer and Zumba as health promotion among female hospital employees

DEFF Research Database (Denmark)

Barene, Svein

health care workers a high-risk group for non-communicable diseases such as cardiovascular diseases, diabetes and hypertension. In addition, health care workers generally have high physical demanding work tasks, which expose them to physical loads that may impair their musculoskeletal health, work...... concept Zumba, we wanted to evaluate short and long term health effects from these two physical activities among female hospital employees. The primary outcome of the study was cardiovascular fitness (VO2max), whereas body composition, biomarkers in blood, musculoskeletal pain, as well as the work......-related outcomes work ability and perceived physical exertion during work comprised the secondary outcomes. In addition, we measured the adherence to the training and drop-out throughout the intervention period. Methods A 40-weeks cluster randomised controlled trial was conducted on 107 female hospital employees...

Delivering ideal employee experiences.

Science.gov (United States)

Weiss, Marjorie D; Tyink, Steve; Kubiak, Curt

2009-05-01

Employee-centric strategies have moved from employee satisfaction and brand awareness to employee "affinity" or "attachment." In today's marketplace, occupational health nurses understand that differentiation (i.e., the perception of uniqueness) is the direct result of superior employee interactions, which lead to better employee care, enduring employee relationships, loyal employees, and satisfied employers. What drives employees to occupational health nurse attachment? The answer is a passion for rising above the competition to create ideal employee experiences.

The Effective Use of EAPs: Retrenchment Leads to Emphasis on Helping Troubled Employees.

Science.gov (United States)

Pogue, Gregory

1994-01-01

During a period of retrenchment, colleges and universities are increasingly developing employee assistance programs (EAPs) to help personnel cope with personal and work-related problems. Successful EAPs have top management commitment, have written policies and procedure, focus on employee performance, provide professional assistance, involve the…

Evaluation of Perceived Work-Family Conflict among the Employees of Shahid Sadoughi Yazd Hospital, (Iran

Directory of Open Access Journals (Sweden)

Roohollah Askari

2018-04-01

Conclusion: Given that female employees are more exposed to work-family conflicts compared to male ones, therefore, measures should be taken to decrease work-family conflict level through greater focus on these groups, creating an appropriate supportive environment, and avoiding rigid and inflexible rules.

Monitoring of individual doses and its information management system for CAEP's employees

International Nuclear Information System (INIS)

Wei Xiye; Lei Jiarong; Yuan Yonggang; Zhao Lin; Zhao Minzhi; Cui Gaoxian

2007-01-01

Employees' individual dose is very important to radiation workers, this paper introduces the monitoring of individual doses for the employees of CAEP in brief. A mass of employees' individual dose information records needed for being disposed, the data management software IDDMS for individual dose was developed. This paper describes the database structure, main modules, statistic and printing functions in this program. Based on much experience of many years in data management of individual dose, this program is developed using the object-oriented language Visual Foxpro 6.0. Meanwhile, it had been tested for several months. The results show that this software can be used directly for daily management of individual dose, and report forms of individual dose can also be printed easily for the related superior department. (authors)

77 FR 39194 - Combined Drug and Alcohol Testing Programs

Science.gov (United States)

2012-07-02

.... Revise paragraph (c)(5) and redesignate it as (c)(6); Sec. 120.115 Employee Assistance Program (EAP... assistance program (EAP). Finally, this rulemaking would make it clear that the agency's practice of... of the training given to both supervisors and employees in their employee assistance programs...

What can a pilot congestive heart failure disease management program tell us about likely return on investment?: A case study from a program offered to federal employees.

Science.gov (United States)

vanVonno, Catherine J; Ozminkowski, Ronald J; Smith, Mark W; Thomas, Eileen G; Kelley, Doniece; Goetzel, Ron; Berg, Gregory D; Jain, Susheel K; Walker, David R

2005-12-01

In 1999, the Blue Cross and Blue Shield Federal Employee Program (FEP) implemented a pilot disease management program to manage congestive heart failure (CHF) among members. The purpose of this project was to estimate the financial return on investment in the pilot CHF program, prior to a full program rollout. A cohort of 457 participants from the state of Maryland was matched to a cohort of 803 nonparticipants from a neighboring state where the CHF program was not offered. Each cohort was followed for 12 months before the program began and 12 months afterward. The outcome measures of primary interest were the differences over time in medical care expenditures paid by FEP and by all payers. Independent variables included indicators of program participation, type of heart disease, comorbidity measures, and demographics. From the perspective of the funding organization (FEP), the estimated return on investment for the pilot CHF disease management program was a savings of $1.08 in medical expenditure for every dollar spent on the program. Adding savings to other payers as well, the return on investment was a savings of $1.15 in medical expenditures per dollar spent on the program. The amount of savings depended upon CHF risk levels. The value of a pilot initiative and evaluation is that lessons for larger-scale efforts can be learned prior to full-scale rollout.

Decreasing Physical Inactivity in the Veterans Health Administration Employee Population.

Science.gov (United States)

Schult, Tamara M; Schmunk, Sandra K; Awosika, Ebi R

2016-12-01

The aim of this study was to describe a comprehensive approach to decrease physical inactivity in the Veterans Health Administration (VHA) employee population. The approach included (1) initiatives to decrease physical inactivity in the workplace; (2) two operational surveys to assess system-wide service provision; and (3) two national employee surveys. From 2010 to 2012, 86 employee fitness centers were completed in VA medical centers. A grants program (2010 to 2015) funded smaller projects designed to decrease physical inactivity in the workplace. Projects involved the provision of equipment to decrease sedentary behaviors, including stability balls, treadmill and sit-to-stand desks, stairwell projects, and funding for on-site fitness classes, bicycle racks, and outdoor par courses and walking paths among others. A comprehensive approach to decrease physical inactivity in VHA employees was successful. Overall, self-reported, age-adjusted physical inactivity in VHA employees decreased from 25.3% in 2010 to 16.1% in 2015.

Are happy employees healthy employees? Researching the effects of employee engagement on absenteeism.