Posts Tagged ‘EMB’

« Older Entries

Donald Trump – Bullying Gone Mainstream

Wednesday, May 4th, 2011

There is so much talk about bullying in the news recently. Bullying in the schoolyard and workplace is finally getting the attention it needs, if we are to lessen the prevalence. However, we seem to – at least – turn a blind eye to and, at most, celebrate bullying behaviors in prominent celebrities and businessmen.

Donald Trump’s recent comments and behavior are a good example. He has stated things and engaged in behavior that if objectively looked at can be described as bullying behavior. Despite this, (more…)

Mediate Parenting Plans – Decrease Presenteeism

Monday, February 28th, 2011

Mediated Child CustodyEmployers know that parents worry about their children, and sometimes are preoccupied with thoughts about their children’s health and well-being while at work. To be sure employees going through a litigated divorce are often preoccupied with the process and worry about the outcome.

What about after the fact, once the divorce is finalized the child custody agreement and parenting plan is in place; are parents done being preoccupied with these issues at work? (more…)

Bullying – A Type of Workplace Violence

Monday, January 17th, 2011

Workplace BullyingThe term “Workplace Violence” means different things to people. Perhaps the range is influenced by professional backgrounds, personal experiences, as well as the purpose of definition. Coming for a behavioral health background, I am likely to define certain behaviors and interactions as examples of workplace violence, while others perhaps would not.

As an example, bullying among coworkers can, in my opinion, clearly fall under the term of workplace violence. The very definition a bully is: to treat abusively or to affect by means of force or coercion. This is not a benign act, even when there is no physical coercion. (more…)

Employee Stress & Workplace Conflict

Friday, October 1st, 2010

Stressed WomanOne thing that has not decreased in the current economy is the effect of employee stress in the workplace. It is estimated that the total cost of employee stress in the United States is well over $300 billion annually.

Stress results in increased health costs, absenteeism, presenteeism, distraction, workplace errors & accidents, workplace conflict, and litigation. (more…)

Bullying….A Workplace Issue As Well

Tuesday, April 6th, 2010

Angry Woman On PhoneThere has been a lot of talk recently about bullying and the impact on children who are being bullied. Three teenagers are expected to appear in court this week due to bullying charges connected to death of Phoebe Prince, a 15 year old Massachusetts girl who committed suicide as a result of being bullied.

Furthermore, the US Department of Education reports that over 25% of all students between 12 and 18 years of age report being bullied in the 6 months prior.

Unfortunately bullying does not end in the school yard. In fact, a 2007 survey conducted by Zogby International, found that almost half of U.S. workers report experiencing or witnessing some kind of bullying on the job – insults, threats, screaming, or ostracism. Bullying, although by some not seen as a significant issue, increases employer costs through turnover, absenteeism, and decreased productivity.

Employees being the target of or witnessing bullying tend to not only experience an increase in distraction and decreased job satisfaction, but also an increase in health problems and costs.

Despite the costs, most employers do not specifically address bullying in policy or program. In fact many employers inadvertently encourage bullying behaviors through promotion of competitive or adversarial activities. Furthermore 80% of all bullying activities are not illegal, leaving employees with few options.

Despite the lack fo activity, businesses can – with minimal effort and cost – implement a workplace violence policy and program that acknowledges workplace bullying as a form of workplace violence. In addition, the policy and procedure should incorporate a form of workplace mediation where employees, if appropriate, have access to a trained neutral third party to address bullying issues.

CFR Mediation offers an Employee Mediation Benefit which provides employers with no-cost conflict resolution education as well as consultations for workplace and other interpersonal conflicts.

Job Satisfaction = General Well-Being

Sunday, April 4th, 2010

Stressed At WorkIts official – personal sense of well-being has a direct link to job satisfaction.

It seems that employers are consistently working to improve the satisfaction of their employees. A recent study published in the March 29, 2010 issue of the Journal of Occupational and Organizational Psychology reviews data from 1967 through 2008, and found that that there is direct causal link between subjective well-being and job satisfaction.

Not specifically addressed through this study is the impact of significant yet specific life stressors on job satisfaction and, more importantly, job performance.  However, it is not a stretch to infer that acute issues (such as divorce, family conflict, or workplace conflict) that negatively impact an individual’s general sense of self are going to negatively impact job satisfaction as well. Which, in turn, often has a direct impact on general productivity.

Employers can address these issues through traditional employee assistance programs (EAP) as well as be offering access to conflict resolution services.

CFR Mediation offers a unique Employee Mediation Benefit which is available at no cost to the employer.

We Disagree….Can We Mediate?

Tuesday, December 8th, 2009

Woman in DisputeYes. Often the idea of mediation is dismissed as an option due to the disagreement, hurt feelings, distrust, and other negative feelings that surround the conflict. The thought is a natural one.  How can mediation work when the smallest thing triggers conflict?

This holds true for divorce mediation as well other disputes; examples include workplace issues, employees/employer addressing ADA accommodation issues, business partners, neighbors, or condo associations.

Despite the seeming impossibility of bringing those with opposing positions to a mutually agreed to resolution, mediation is an extremely effective means  resolution.  A skilled mediator facilitates both parties in identifying the shared interests present in most any dispute.  The mediator provides a neutral buffer as well as keeping both parties focused on reaching agreement – facilitating communication and focusing on the interests not the emotions that mess that surround the issue.

  • An employee required to stand, requests an ADA accommodation due to an inability to stand.  Mediation first clarifies the interests of both sides (the employee and employer) – at the very least a shared desire for continued productive employment.
  • Members of a condo association are disputing the whether to change the bylaws.  Mediation starts from the shared interest of continued appreciation of investment.
  • Couples decide to divorce – they agree on little other than the decision to divorce.  Divorce mediation starts with the shared interest of the decision to divorce.

In general, if both parties are genuinely willing to try mediation then, it makes sense as initial means of intervention.  Mediation is confidential and agreements reached are voluntary.  The accepted perspective is that all participants are equal and have the same input in the resolution.  If disputing parties are willing to try, mediators can get them talking and working towards a resolution.

See Also:

Offer Employees an Employee Mediation Benefit

Wednesday, November 18th, 2009

Employers see the effects of employee’s personal disputes every day. Staff show up for work but are distracted – so often the personal issues bleed over and visibly affect the team as a whole. An Employee Mediation Benefit is a means for employers to provide a tangible means for employees to address their personal conflicts so that as to mitigate the impact at the workplace. In other words, an employee mediation benefit is more than just mediation to resolve workplace disputes.

Mediation as an employee benefit would allow employees and their families to access mediation services for any personal issue, including divorce mediation, not just workplace conflicts.

Employers know that many personal conflicts and issues including divorce and child custody disputes negatively affect productivity and absenteeism. Wellness programs such as employee assistance programs, some of which include legal referral, have been developed over the last couple of decades to mitigate the effects of personal problems on productivity and absenteeism.

However, a comprehensive mediation benefit goes further in actually resolving the problem: providing consistent services resulting in solutions and answers instead of just a supportive ear. The solutions from mediation are quick, effective, and affordable.

Employee Mediation Benefit (EMB)

Wednesday, October 28th, 2009

Those employers looking to reduce healthcare costs, especially in light of new costs associated with The Paul Wellstone and Pete Domenici Mental Health Parity and Addiction Equity Act of 2008 (“MHPA”), should consider adding an Employee Mediation Benefit (EMB) to their existing benefits.

Mediation is a form of alternative dispute resolution that can be utilized in virtually any conflict. The issues appropriate for mediation include those conflicts typically litigated such as divorce, custody disputes, probate issues, business and contract disputes, and other civil matters; as well as other disruptive conflicts such as prenuptial agreements and workplace conflicts.

Incorporating an EMB into existing health and wellness benefit programs, gives employees and their families a means of addressing stress-inducing circumstances quickly and effectively.

Two examples:

  1. Instead of a protracted divorce process resulting in ongoing conflict, worry, uncertainty, anger, and suspicion – a mediated divorce is settled within a matter of hours allowing both parties to move forward without any additional distress.
  2. Workplace conflicts, which so often result in intense anxiety and somatic complaints, are addressed proactively and effectively. Reducing the likelihood of increased conflict or productivity issues.

Mediation is an optimal means of intervention as it allows those involved in the dispute or conflict to create a resolution that they agree with. In other words no one loses, and everybody wines. Intervention is focused on finding areas agreement and building from those points.

Mediation is efficient. Most cases are resolved within a matter of hours. Those choosing to participate in mediation experience an efficient resolution which results in decreased likelihood of present or future stress; which ultimately mitigates the health affects of stressful life events.

CFR’s Employee Mediation Benefit can be offered to employees and their families for free. Contact us to find out about your options.

Employer Concern Does Matter

Friday, October 9th, 2009

A new study by Shepell Fgi, The Missing Link: Supervisors’ Role in Employee Health Management, refers to the important role that supervisors play in employee benefit utilization and overall employee health and wellness.

Not only does supervisory quality directly impact the health and well-being of workers, it can help or hinder access to all the other supports an organization puts into place. For example, an organization can have excellent work/life balance policies and programs, but if a supervisor is not supportive of employees’ lives outside of work, this can become a significant stressor and may lead to physical or mental health problems for employees.

Ensuring that supervisors are aware of available health and wellness benefits and can offer their employees real solutions to personal issues is important to an employer’s bottom line.

« Older Entries