The Workplace and Alcohol Problem Prevention. Paul. M. Roman, Ph. D., and Terry C. Blum, Ph. D. Paul. M. Roman, Ph. D., is a distinguished research professor of sociology.
Workplace Essentials Credit Union Referral - Enrollment Form. MY CU Services workplace essentials is a referral program that gives your company access to low prices. First Sun Employee Assistance Program. Workplace Referral Form. Referral documents should be maintained in a file separate from the employee’s personnel file.Center for Research on Behavioral Health and Human. Services Delivery, University of Georgia, Athens, Georgia. Terry. C. Blum, Ph. D., is dean and Tedd Munchak Professor at the Du. Pree College. of Management, Georgia Institute of Technology, Atlanta, Georgia. Workplace. programs to prevent and reduce alcohol- related problems among employees have. For example, because employees spend a lot of time at. In addition, employers can use their influence to motivate. Many employers offer employee. EAPs) as well as educational programs to reduce employees'. However, several risk factors for alcohol problems exist in. Further research is needed to develop strategies to reduce. Key words: workplace- based prevention; Employee Assistance. Program; intervention referral; relapse prevention; alcohol or other drug (AOD). AOD policy; identification and screening. AOD use; occupational stress; stress as an AOD cause (AODC); social detachment. As a. domain for alcohol- problem prevention, the workplace holds great promise. In. the United States and, increasingly, around the world, the majority of adults. As described here, employers. Those methods serve not only the interests of the employer but also. Furthermore, the potential for. Western styles of workplace organization and. Masi 2. 00. 0; Roman in press). Despite these possibilities. U. S. The decline in workplace attention to alcohol problems. This article will first. The article also. EAPs) and complementary. TRACING THE DEVELOPMENT. OF WORKPLACE PROGRAMSThe. Zhang et al. The goal of many of these programs has been. Although the. programs vary considerably in their structure, they may include health promotion. AOD abuse treatment when needed. Most of these programs. Three separate studies show that the. American employers offer EAPs, which potentially may provide services. Zhang et al. 1. 99. Hartwell et. al. 1. Blum and Roman 1. Despite the widespread use of such programs. EAPs are available to support. OPPORTUNITIES FOR WORKPLACE. PREVENTIONThe workplace provides. AOD abuse prevention strategies. The majority of adults are employed, making the workplace an ideal setting. The likelihood that evidence of problem drinking. Because many adults'. If alcohol. abuse breaches the rules of the employer- employee agreement or is associated. PRIMARY AND SECONDARY. PREVENTION IN THE WORKPLACEWorkplace programs include. Primary prevention aims to keep alcohol. Researchers have voiced concerns that workplace programs overemphasize. Ames and Janes 1. Primary prevention often is more. Most employees are adults and. Employers rarely are in a. Smooth work transactions with customers and other members. This is the. primary approach used in Member Assistance Programs, which have developed. Bacharach et al. 1. EAPS: ADDRESSING EMPLOYEES'. ALCOHOL PROBLEMSEAPs are the most common. EAPs have distinctive. EAPs can thus. prevent both employer and the employee from suffering the costly consequences. EAP Referral Routes. EAP Process. Self- Referrals. Early in the development of the EAP model, researchers proposed that such. Given that denial and resistance are. Wrich (1. 97. 3). On the surface, this ideal. Nearly all reports generated about EAP usage. In those relatively rare instances. EAP referral processes have been examined in depth, the vast majority. However. these self- referrals may actually reflect cases in which employees were prompted. EAP assistance (described as . EAPs with alcohol problems were . Most of these employees reported few job problems. In such cases. the referral is prompted by considerable social interaction and discussion. Most of the referral processes are. Blum et al. Although EAPs were originally designed as mechanisms for formal supervisory. Such cases. are prompted by a supervisor detecting a decline in job performance that cannot. Supervisors are urged to consult with. EAP staff before taking action to assure that they are conforming to workplace. Procedures call for the supervisor to constructively confront employees. In such a confrontation, the supervisor presents evidence of the employee's. A referral to the EAP is offered as a means. Should the employee elect. EAP coordinator conducts an assessment or arranges. The coordinator or diagnostic agent. Counseling or treatment. EAP coordinator. to assure the best match between quality of care and financial coverage available. The employee is responsible for payment for. The EAP's Role in Followup. Relapse Prevention After using EAP services. However, relapse during. AOD problems. These relapses. EAP services provided. Relapse prevention encompasses. Researchers often disregard it as a form. In many respects, the recovering person is set. Treatment. programs vary greatly in the extent to which such services are provided after. EAPs and workplaces can play important roles in relapse prevention. Opportunities for relapse prevention lie in the nature of work and. Unlike the community. And it is also easier for the recovering employee to seek. Such an opportunity might not. Many EAPs include followup. Only one research. The tendency to relapse was significantly lower in. A series of. evaluation studies indicated that the programs succeeded in returning substantial. Asma. et al. 1. 98. Mc. Allister 1. 99. Spickard and Tucker 1. Walsh et al. None of the studies involved rigorous comparisons with settings where. EAP services were available. In addition, by examining clinical or performance. EAP case. management (which often includes followup), it is not possible to separate the. EAP services from other aspects of the referral- and- treatment process. Three published studies (Googins and Kurtz 1. Hoffman and Roman. Colan and Schneider 1. EAPs, increased the perceived likelihood of utilizing the service. The impact of training deteriorated. Such programs are designed to educate employees. EAP when needed. 1. Calahan and Room 1. Employers have. valid reasons for motivating these employees to change their drinking patterns. Several recent studies. Hangovers affect. Moore 1. 99. 8). Using observational and questionnaire data. Ames and colleagues (1. Combining survey. Mangione and colleagues. As Moore (1. 99. 8) pointed. Mangione and colleagues (1. Alcohol Education Programs The principal means for. These programs usually are associated with. EAP, a health promotion program, or both. The goal of these education programs. EAP). In an early study, Mc. Latchie and colleagues. Brochu and Souliere (1. Although the study found significant effects of the program based on data. A similar study by Kishchuk. Followup data collected 1. A placebo treatment. This program included a 1. The pilot program was conducted at a Midwestern site matched with a. Results showed that participants had lower alcohol consumption. AOD use, and improved. In a similar study, Cook. Working People Program with 1. The four- session training program significantly affected self- reported. In another study of 3. Cook and colleagues (1. AOD issues. Results from this study also indicated a significant increase. The studies described here. This research has certain limitations, however. None of the studies. Further, the. effects of the training usually were measured immediately or shortly after the. In the one study with a longer followup period, the positive. Brochu and Souliere 1. Overall. three suggestions come from this research. First, alcohol education appears. Third, it is. clear that more research is needed to specify the training content required. Health Promotion Programs In addition to alcohol. When health problems. Shain. and colleagues (1. Canadian. settings indicating that health promotion and wellness programs can significantly. In particular, the authors state that heavy drinkers. Further, Shain and colleagues (1. They contend that the nesting. Peer Intervention As deviant drinking patterns. Coworkers may notice job performance. More specifically, the techniques of peer intervention. Bacharach et al. Peer intervention is not applicable. Bacharach and his. Peer- assistance programs. Little is known about the operation. Research has been conducted, however, on union- based. Member Assistance Programs (Bacharach et al. Bamberger and Sonnenstuhl. These programs are reported to be highly effective, although the extent. The programs described. Participation in such programs is almost. A considerably different employer attitude is found toward. However, if an employee is suspected of drinking based on evidence. When alcohol use is suspected, alcohol testing. Specific. techniques include both breath testing and blood testing. Macdonald (1. 99. Alcoholtesting is most commonly used in other workplace. When alcohol tests are positive, case. EAP. In a multisite survey. Howland et al. RISK FACTORS IN THE. WORK ENVIRONMENTCompared with EAPs, prevention. This approach is the most problematic in terms of. One possible avenue would be to identify and alter. Employers. would be reluctant, however, to participate in efforts that might highlight. Despite the potential problems. These risk factors are described below. For example, in one early study. Fennell and colleagues (1. In a national survey of employed. Martin and Roman (1. Lehman and colleagues (1. AOD use and lower job satisfaction. Greenberg and Grunberg (1. For example, although some workers may apparently drink less if their. In addition, the direction of the relationships. For example. drinking and other drug use could contribute to the reports of work stress found. That is, employees experiencing the ongoing detrimental effects. Thus, to date, research. More research is necessary to specify the stress- drinking. Such research also needs to examine the costs. Alienation Whereas work stress may. Alienation relates to the employee's broader. Seeman and colleagues (Seeman and Anderson 1. Seeman et. al. 1. Blum 1. 98. 4; Parker and Farmer 1. Lehman and colleagues (1. AODuse and estrangement or alienation. Employee Referral Program - Office of Human Resources. At Princeton University, we have found that employee referrals are an effective way for recruiting top- notch employees. If you refer a person who then is hired and remains in the job for at least six months, you may receive a reward up to $1,0. To receive this reward, you must be employed by Princeton University when the reward payment is made. Who Can Make a Referral? You are eligible to make an employee referral if you are not involved in the hiring process for the referred candidate. Office of Human Resources staff members are not eligible. What types of jobs are eligible for this reward program and what is the reward? The following positions may be eligible for employee referral rewards: all biweekly B positions in academic, data management, or departmental office support – $2. ADM) in grades 1 and 2 – $2. AIT) in grades 1 and 2 – $5. AIT) in grades 3 through 5 – $1,0. Who can be referred? Candidates are eligible for employee referral provided they: are not currently employed by Princeton University in any capacity, including temporary, casual hourly or student workers; have not been referred previously by someone else; orhave not previously applied for a position at Princeton. Candidates must demonstrate that they have: the required qualifications,a good employment record; and,in the case of office and administrative support staff, proficiency in using Microsoft Office. The director of staffing will make the final determination regarding eligibility after the candidate applies and the application or resume has been received. How do I refer someone? The process of referring a candidate is simple. Just complete the Employee Referral Form and send it to the Office of Human Resources at 2 New South. If you refer more than one candidate, you need to complete a separate form for each person. You may refer someone only one time. The applicant may also indicate that you referred them on their online application. When asked “How did you hear about this position?” on the application, the individual should select the Employee Referral button and enter your name in the blank field below. When am I eligible to receive the referral reward? The referral reward will be made as a taxable, additional payment and will be included in your regular paycheck. You are eligible to receive the reward: if you submitted your referral form prior to the time the candidate is offered an interview or the candidate indicated your referral on the online application; when the person you referred is hired into a position included in this program; andafter the person you referred is employed for six months. You must be employed by the University when the payment is made, normally soon after the person you referred has been in the job six months. What if I know someone to refer but the position is not eligible for a referral reward? Even though all positions at Princeton University are not included in the employee referral program, we encourage you to refer them because we believe that employee referrals are one of the most successful ways to attract talented people. Please review the following policies regarding employment of family members or individuals with whom you have a personal relationship: Other Things You Should Know The Office of Human Resources reserves the right to make the final determination about candidate eligibility, including whether they are qualified for positions designated within the program. In the event an applicant is referred by more than one employee, or by an employee and an employment agency, the deciding factor will be the date of receipt of the referral to Human Resources. If you have any questions regarding the program, please contact the Staffing Team at (6. You can count on support from knowledgeable and responsive HR staff when you have a question or problem. Just call or send us an e- mail. We’re here to help! Princeton University is an Equal Opportunity/Affirmative Action Employer and in keeping with our commitment, encourages Women, Minorities, Persons with Disabilities, and Vietnam Era and Disabled Veterans to apply. If special accommodations are needed in applying for a position, please call or visit the Office of Human Resources.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. Archives
January 2017
Categories |