Design and implementation of a pilot orientation program for new NASA engineering employees

NASA Technical Reports Server (NTRS)

Graham, Ronald E.; Furnas, Randall B.; Babula, Maria

1993-01-01

This paper describes the design and field testing of an orientation program for new employees of NASA Lewis Research Center's Engineering Directorate. A group of new employees designed the program using a series of TQM analysis techniques. The program objectives were: provide consistent treatment for new employees; assist management and clerical staff with their responsibility for orientation; introduce the employee to as many facets of the organization as possible; allow the employee to feel like a member of the organization as early as possible; maximize the use of existing services; and use up-to-date information. The major aspects of the program included: training of management and clerical staff; lab tours and briefings describing the organization; shepherding, using senior employees as shepherds; a handbook of information about the center and the directorate; a package of information about northeast Ohio; and social activities involving the new employees and shepherds. The program was tested on a pilot group of six new employees over a four month period and was considered to be highly successful by both the employees and management. Aspects of the program have subsequently been adopted for center-wide use.

The 10 Dimensions of Employee Involvement.

ERIC Educational Resources Information Center

Magjuka, Richard J.

1993-01-01

A survey of 923 employee involvement programs (57%) yielded 10 themes: range of problem content, team staffing, team membership status, team resources, training practices, information access, financial rewards, performance management systems, goal-setting structures, and roles of job supervisors. (JOW)

Employee suggestion programs: the rewards of involvement.

PubMed

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)

38 CFR 1.659 - Relationship to incentive awards program.

Code of Federal Regulations, 2010 CFR

2010-07-01

... employee suggestion or idea on an item which may be patentable. Consideration of an item for a... determination where the employee idea or suggestion involves an invention. The employee shall be directed to...

38 CFR 1.659 - Relationship to incentive awards program.

Code of Federal Regulations, 2011 CFR

2011-07-01

... employee suggestion or idea on an item which may be patentable. Consideration of an item for a... determination where the employee idea or suggestion involves an invention. The employee shall be directed to...

Genesis of an Employee Wellness Program at a Large University.

PubMed

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.

Diabetes wellness care: a successful employer-endorsed program for employees.

PubMed

Bevis, Cynthia C; Nogle, June M; Forges, Barbara; Chen, Philip C; Sievers, Deborah; Lucas, Karlene Ranghell; Mahoney, John J; Crawford, James M

2014-10-01

A 12-month wellness program was provided for employees of a major employer in the Orlando area. The program involved screening and measurement of baseline indices, educational sessions, telephonic support, quarterly laboratory monitoring, and provision of glucometers and test strips. For the 73 enrolled employees with prediabetes, serum hemoglobin A1c levels-mean (standard deviation)-decreased from 6.10% (0.53%) to 5.42% (0.51%) (P < 0.0001). For the 151 enrolled employees with diabetes, mean serum hemoglobin A1c levels-mean (standard deviation)-decreased from 8.03% (1.91%) to 7.48% (1.52%) (P < 0.0001). In the 12 months before, during, and after the program, 27, 15, and 27 diabetic employees required hospitalization, respectively. Health insurance per member per month claims costs for employees with diabetes rose only 1.2% over the prior 12 months, and self-reported presenteeism increased (P < 0.0001). This employer-endorsed program achieved favorable outcomes for employees with prediabetes and diabetes.

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

PubMed

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.

Employee Orientation: A Process, Not a Program.

ERIC Educational Resources Information Center

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…

Career Skills Enhancement Program (CSEP). A National Workplace Literacy Program, Final Report To Cover Activities April 1, 1990-September 30, 1991.

ERIC Educational Resources Information Center

Gray, Brenda

The Career Skills Enhancement Program (CSEP) was a National Workplace Literacy Program offered to Santa Clara County (California) Office of Education (COE) employees. A job skills study involved personal interviews, job shadowing, and examination of job descriptions and materials used by employees. Based on the study and initial needs assessment,…

Legal implications of employee assistance programs.

PubMed

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.

Improving knowledge of strategic goals and the impact on organizational commitment.

PubMed

Enriquez, V; McBride, J; Paxton, L

2001-01-01

A large health maintenance organization (HMO) in San Diego, California developed a year-long communication plan to increase employee knowledge of the company's strategic goals and enhance organizational commitment. Survey results indicated: Respondents remembered significantly more strategic goals after program implementation. Respondents who had personal involvement in achieving goals remembered significantly more goals than those without involvement. Department meetings and the employee/physician newsletter were identified as primary sources for learning about goals. These findings suggest that organizations may be able to strengthen employee commitment by increasing awareness of the organization's strategic goals and encouraging employees to become personally involved in the achievement of those goals.

32 CFR 169a.13 - CAs involving forty-five or fewer DoD civilian employees.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 32 National Defense 1 2011-07-01 2011-07-01 false CAs involving forty-five or fewer DoD civilian employees. 169a.13 Section 169a.13 National Defense Department of Defense OFFICE OF THE SECRETARY OF DEFENSE DEFENSE CONTRACTING COMMERCIAL ACTIVITIES PROGRAM PROCEDURES Procedures § 169a.13 CAs involving forty-five...

32 CFR 169a.13 - CAs involving forty-five or fewer DoD civilian employees.

Code of Federal Regulations, 2013 CFR

2013-07-01

... 32 National Defense 1 2013-07-01 2013-07-01 false CAs involving forty-five or fewer DoD civilian employees. 169a.13 Section 169a.13 National Defense Department of Defense OFFICE OF THE SECRETARY OF DEFENSE DEFENSE CONTRACTING COMMERCIAL ACTIVITIES PROGRAM PROCEDURES Procedures § 169a.13 CAs involving forty-five...

32 CFR 169a.13 - CAs involving forty-five or fewer DoD civilian employees.

Code of Federal Regulations, 2010 CFR

2010-07-01

... 32 National Defense 1 2010-07-01 2010-07-01 false CAs involving forty-five or fewer DoD civilian employees. 169a.13 Section 169a.13 National Defense Department of Defense OFFICE OF THE SECRETARY OF DEFENSE DEFENSE CONTRACTING COMMERCIAL ACTIVITIES PROGRAM PROCEDURES Procedures § 169a.13 CAs involving forty-five...

Employee Selection at the University of Houston Libraries

ERIC Educational Resources Information Center

Brand, Marvine

1975-01-01

The development and operation of a successful employee selection, promotion, and transfer program is described. The 3-year program involved posting public notices of all library vacancies, actual or anticipated, and encouraging individuals, whether on the staff or not, to apply for positions in which they were interested. (JT)

Employee Involvement - White-Collar Work Force

DTIC Science & Technology

1993-01-01

a currently valid OMB control number. 1. REPORT DATE JAN 1993 2. REPORT TYPE N/A 3. DATES COVERED - 4. TITLE AND SUBTITLE Employee ...Involvement - White-Collar Work Force 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR(S) 5d. PROJECT NUMBER 5e. TASK NUMBER...34Persons acting on behalf of the Maritime Administration" includes any employee , contractor, or subcontractor to the contractor of the Maritime

Program Manager: Journal of the Defense Systems Management College, Volume 22, Number 5, September-October 1993

DTIC Science & Technology

1993-10-01

Edwards Deming, Joseph M. Juran, Process Kaoru Ishikawa and Philip B. Crosby Activities stress the importance of work-force employee involvement to...contracts. The Ishikawa - An atmosphere of mutual work-force employee involvement ac- DOD executives have lectured at con- trust and respect is neces- tions

The Effective Use of EAPs: Retrenchment Leads to Emphasis on Helping Troubled Employees.

ERIC Educational Resources Information Center

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…

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

PubMed

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.

Corporate Culture as an Impediment to Employee Involvement: When You Can't Get There from Here.

ERIC Educational Resources Information Center

Chelte, Anthony F.; And Others

1989-01-01

Corporate culture may be the most difficult barrier to overcome in implementing an employee involvement program, and management action is critical in shaping and maintaining that culture. To eliminate resistance to basic changes, organizational values must be identified and recognized by the most powerful purveyor of corporate culture. (Author/JOW)

Clearinghouse.

ERIC Educational Resources Information Center

Joyce, Robert P., Ed.

1992-01-01

Summarizes court cases and opinions affecting North Carolina schools. Cases involve supervision of desegregating districts; sexual harassment charges; employee dismissal; constitutionality of a African-American-only scholarship program; contract renewals for community college employees; equal pay, sex, and racial discrimination lawsuits; air…

Give your employees a pat on the back.

PubMed

Carriere, A L

1985-01-01

How does your medical group recognize the long-term service of its employees? Realizing that many of its employees had been under continuous employment for as many as 30 years, the Falls Clinic Professional Association developed a recognition program to honor that faithful service. Employees and physicians were involved in development of the program from many phases--a logo contest was held as an approach to developing a symbol that could be associated with the group and used for the awards. Presentation of the awards has become a tradition that this group eagerly anticipates and is proud to support.

45 CFR 73.735-803 - Prohibition against involvement in financial transactions based on information obtained through...

Code of Federal Regulations, 2014 CFR

2014-10-01

... program about to be initiated by the Public Health Service. The employee's knowledge of the program was... outside activity was otherwise approvable under Subpart G. Example 2: A contracting officer with detailed... employee's official duties or to the functions of the employing component and would not be available to the...

Restaurant supervisor safety training: evaluating a small business training intervention.

PubMed

Bush, Diane; Paleo, Lyn; Baker, Robin; Dewey, Robin; Toktogonova, Nurgul; Cornelio, Deogracia

2009-01-01

We developed and assessed a program designed to help small business owners/managers conduct short training sessions with their employees, involve employees in identifying and addressing workplace hazards, and make workplace changes (including physical and work practice changes) to improve workplace safety. During 2006, in partnership with a major workers' compensation insurance carrier and a restaurant trade association, university-based trainers conducted workshops for more than 200 restaurant and food service owners/managers. Workshop participants completed posttests to assess their knowledge, attitudes, and intentions to implement health and safety changes. On-site follow-up interviews with 10 participants were conducted three to six months after the training to assess the extent to which program components were used and worksite changes were made. Post-training assessments demonstrated that attendees increased their understanding and commitment to health and safety, and felt prepared to provide health and safety training to their employees. Follow-up interviews indicated that participants incorporated core program concepts into their training and supervision practices. Participants conducted training, discussed workplace hazards and solutions with employees, and made changes in the workplace and work practices to improve workers' health and safety. This program demonstrated that owners of small businesses can adopt a philosophy of employee involvement in their health and safety programs if provided with simple, easy-to-use materials and a training demonstration. Attending a workshop where they can interact with other owners/ managers of small restaurants was also a key to the program's success.

U.S. Department of Agriculture: Resolution of Discrimination Complaints Involving Farm Credit and Payment Programs

DTIC Science & Technology

2001-04-12

2There have also been long-standing concerns about USDA’s treatment of minority employees . As requested, however, this report focuses on program -related... program participants and employees . Form SF298 Citation Data Report Date ("DD MON YYYY") 00MAY2001 Report Type N/A Dates Covered (from... to) ("DD MON...Indianswho were denied benefits under the U.S. Department of Agricultures (USDA) farm assistance programs 1 have been a long-standing issue. Compounding

Employee Participation Programs: Considerations for the School Site. Studies in Collective Bargaining.

ERIC Educational Resources Information Center

National Education Association, Washington, DC. Research Div.

Site-based decisionmaking programs offer important opportunities for school systems; however, the risks involved are significant and the decision to embrace the concept at the local level is a highly complex one. With site-based decisionmaking programs, teachers are directly involved in making decisions that affect the whole school, not merely…

Impact of marketing work-place diversity on employee job involvement and organizational commitment.

PubMed

Kirby, S L; Richard, O C

2000-06-01

Much of the debate about managing work-force diversity concerns the rationale for the procedures used and the outcomes produced by programs perceived to be unfair. The authors explored the role of organizational justice in diversity initiatives; they examined which of 6 diversity arguments (T. H. Cox & S. Blake, 1991) were most often used by U.S. firms and accepted by employees. They also surveyed U.S. workers about diversity issues at work; the problem-solving diversity argument was related to higher employee job involvement and organizational commitment, even though the respondents ranked the resource-acquisition argument as the most acceptable. The authors also found that many organizational-justice issues still need to be resolved, even in those organizations with diversity-management programs.

General RMP Guidance - Chapter 8: Emergency Response Program

EPA Pesticide Factsheets

If you have a Program 2 or 3 process at your facility, 40 CFR Part 68 (risk management program) requires an emergency response program in place if employees respond to some releases involving regulated toxic or flammable substances.

Exploring Environment-Intervention Fit: A Study of a Work Environment Intervention Program for the Care Sector.

PubMed

Smith, Louise Hardman; Aust, Birgit; Flyvholm, Mari-Ann

2015-01-01

Targeting occupational health and safety interventions to different groups of employees and sectors is important. The aim of this study was to explore the environment-intervention fit of a Danish psychosocial work environment intervention program for the residential and home care sector. Focus group interviews with employees and interviews with mangers were conducted at 12 selected workplaces and a questionnaire survey was conducted with managers at all 115 workplaces. The interventions enhanced the probability of employees experiencing more "good" work days, where they could make a difference to the lives of clients. The interventions may therefore be characterized as culturally compelling and having a good fit with the immediate work environment of employees. The interventions furthermore seemed to fit well with the wider organizational environment and with recent changes in the societal and economic context of workplaces. However, some workplaces had difficulties with involving all employees and adapting the interventions to the organization of work. The findings suggest that flexibility and a variety of strategies to involve all employees are important aspects, if interventions are to fit well with the care sector. The focus on employees' conceptualization of a "good" work day may be useful for intervention research in other sectors.

Exploring Environment-Intervention Fit: A Study of a Work Environment Intervention Program for the Care Sector

PubMed Central

Aust, Birgit; Flyvholm, Mari-Ann

2015-01-01

Targeting occupational health and safety interventions to different groups of employees and sectors is important. The aim of this study was to explore the environment-intervention fit of a Danish psychosocial work environment intervention program for the residential and home care sector. Focus group interviews with employees and interviews with mangers were conducted at 12 selected workplaces and a questionnaire survey was conducted with managers at all 115 workplaces. The interventions enhanced the probability of employees experiencing more “good” work days, where they could make a difference to the lives of clients. The interventions may therefore be characterized as culturally compelling and having a good fit with the immediate work environment of employees. The interventions furthermore seemed to fit well with the wider organizational environment and with recent changes in the societal and economic context of workplaces. However, some workplaces had difficulties with involving all employees and adapting the interventions to the organization of work. The findings suggest that flexibility and a variety of strategies to involve all employees are important aspects, if interventions are to fit well with the care sector. The focus on employees' conceptualization of a “good” work day may be useful for intervention research in other sectors. PMID:26380356

Obese Employee Participation Patterns in a Wellness Program.

PubMed

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).

Using Financial Incentives to Motivate Staff: A Program that Works.

ERIC Educational Resources Information Center

Calhoun, A. Brian; Lestina, Ray

1986-01-01

Explains Triton College's incentive/bonus system used to promote the involvement and retention of Employee Development Institute staff. The six-step system involves determining departmental profit, establishing minimum profit figures and bonus base, calculating the bonus pool, determining individual bonus shares, adding special programing bonuses,…

32 CFR 756.2 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-07-01

... nonappropriated-funds for programs and services contributing to the mental and physical well-being of Department... INVOLVING NON-APPROPRIATED FUND ACTIVITIES AND THEIR EMPLOYEES § 756.2 Definitions. (a) Nonappropriated-fund...) Employees of NAFIs. Personnel employed by NAFIs whose salaries are paid from non-appropriated funds. [57 FR...

The Increasing Importance of Employee Relations

ERIC Educational Resources Information Center

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,…

Packages of participation: Swedish employees' experience of Lean depends on how they are involved.

PubMed

Brännmark, Mikael; Holden, Richard J

2013-01-01

Lean Production is a dominant approach in Swedish and global manufacturing and service industries. Studies of Lean's employee effects are few and contradictory. Employee effects from Lean are likely not uniform. This paper investigates the effect of employees' participation on their experiences of Lean. This study investigated how different packages of employee participation in Lean affected manufacturing workers' experiences of Lean. During 2008-2011, qualitative and quantitative data were collected from Swedish manufacturing companies participating in the national Swedish Lean Production program Produktionslyftet. Data from 129 surveys (28 companies), 39 semi-structured interviews, and 30 reports were analyzed. In the main analysis, comparisons were made of the survey-reported Lean experiences of employees in three groups: temporary group employees (N = 36), who participated in Lean mostly through intermittent projects; continuous group employees (N = 69), who participated through standing improvement groups; and combined group employees (N = 24), who participated in both ways. Continuous group employees had the most positive experience of Lean, followed by the combined group. Temporary group employees had the least positive experiences, being less likely than their counterparts to report that Lean improved teamwork, occupational safety, and change-related learning, decision making, and authority. These findings support the importance of continuous, structured opportunities for participation but raise the possibility that more participation may result in greater workload and role overload, mitigating some benefits of employee involvement. Consequently, companies should consider involving employees in change efforts but should attend to the specific design of participation activities.

Autos, tires, aluminum, oil--and cost containment.

PubMed

Friedman, E

1978-09-01

Faced with massive increases in the costs of the health care benefits they provide for their employees, many large U.S. corporations are becoming increasingly involved in efforts to contain health care costs. Often seeing their efforts as posing an alternative to direct federal government intervention, business leaders are implementing a wide range of programs, including specific arrangements with providers, education of hospital trustees who are also employees, and fitness and preventive medicine programs.

An annual employee education calendar as the capstone of educational assessment, planning, and delivery.

PubMed

Morton, Paula G

2005-01-01

Staff development educators can better control their workload and provide a more comprehensive employee education program when the organization adopts a formal five-step process that culminates in the publication of an annual employee education calendar. This article describes the five steps of organization-wide learning needs assessment, resource allocation, priority setting, documentation of the educational plan, and calendar development, including elements and timelines. The annual calendar reflects involvement of staff throughout the facility in the identification, planning, and delivery of education programs. Its publication enhances staff and supervisors' awareness of learning opportunities. Its longer-range perspective assists managers and employees to better plan to meet learning needs and improves participation in staff development activities.

The Energy Employees Occupational Illness Compensation Program Act: new legislation to compensate affected employees.

PubMed

Silver, Ken

2005-06-01

Nurses make a bureaucracy work on behalf of clients. Occupational health nurses who are already versed in basic concepts applicable to EEOICPA--confidence intervals, occupational histories, exposure assessment, and dose response--can play constructive, caring roles in assisting claimants in securing benefits under this landmark program. Occupational health nurses know that chronically ill employees have a finite number of hours a week to make phone calls, visit providers, and advocate on their own behalf. Thoughtful referrals to occupational health providers who are both experienced and supportive can come from an occupational health nurse or a family physician. Involvement of university-based programs in projects to empower organizations representing EEOICP claimants would be a welcome development.

RMP Guidance for Warehouses - Chapter 8: Emergency Response Program

EPA Pesticide Factsheets

Implementing an emergency response program along with your risk management plan may be required if you have at least one Program 2 or 3 process in place, and if your employees will respond to some releases involving regulated toxic or flammable substances.

The Status of Health Promotion Programs at the Worksite--A Review.

ERIC Educational Resources Information Center

Marcotte, Brian; Price, James H.

1983-01-01

Employers are realizing that worksite health programs which help prevent illness or accidents cost less than does rehabilitation of employees. Corporate health programs that involve hypertension screening, physical fitness, alcohol and drug abuse assistance, and stress management are described. (PP)

Flexible Pay Programs for the 1990s and Beyond.

ERIC Educational Resources Information Center

Clark, Maureen; Luthman, Elmer

1988-01-01

Collaboration of faculty and staff with administration to design flexible total compensation programs that can be "customized" to their particular needs is discussed. The implementation of the Ford Motor Company's Employee Involvement Program when designing the Taurus automobile is described. (MLW)

Ford, Change, and Community Colleges: An Important Partnership.

ERIC Educational Resources Information Center

Petersen, Donald E.

1987-01-01

Describes two cooperative programs involving the Ford Motor Company and community colleges: the voluntary joint United Auto Workers-Ford Employee Development and Training Program, which serves both dislocated and active workers; and the Ford ASSET (Automotive Student Service Educational Training) Program, a two-year cooperative work study program.…

29 CFR 1952.290 - Description of the plan as initially approved.

Code of Federal Regulations, 2014 CFR

2014-07-01

... all activities of employees and places of private and public employment except those involving Federal... Federal safety and health programs. It requires employers of one or more employees (including those... Act of 1970, and is consistent with the Constitution and laws of the State of Nevada. (2) A merit...

Learning the Languages of Appreciation

ERIC Educational Resources Information Center

White, Paul

2014-01-01

In his work with schools and other workplaces, psychologist Paul White has learned that many programs designed to appreciate employees fall flat because the appreciation is too generic or involves something the employees don't want (such as getting up in front of a group). Effective appreciation is (1) offered regularly, (2) valued by the…

[Determinants in an occupational health and safety program implementation].

PubMed

Chaves, Sonia Cristina Lima; Santana, Vilma Sousa; de Leão, Inez Cristina Martins; de Santana, Jusiene Nogueira; de Almeida Lacerda, Lívia Maria Aragão

2009-03-01

To identify predictors for the degree to which a program that integrates occupational health surveillance with labor safety, and involves occupational health/safety specialists, company management, and employees, is implemented. This ecological study evaluated companies implementing the occupational health and safety program (OHSP) proposed by the state of Bahia's regional department of Serviço Social da Indústria (Social Services for Industry, SESI) during the 2005-2006 cycle. The companies that participated were randomly selected. Data were collected through interviews with key contacts within the companies and from technical reports issued by SESI. Multiple linear regression was used to identify factors related to the company, employee, occupational/safety specialist, and any subdimensions that might promote OHSP implementation. Of the 78 companies selected (3 384 employees), the degree to which OHSP was implemented was "advanced" in 24.4%, "intermediate" in 53.8%, and "initial" in 19.3%. Company-related, employee-related and specialist-related factors were positively associated with OHSP implementation (P < 0.001). The most important factor overall was the program's financial autonomy (beta = 4.40; P < 0.001). Bivariate analysis revealed that the degree of implementation was associated with the employees' level of health/safety knowledge (beta = 1.58; P < 0.05) and training (beta = 0.40; P < 0.001) and with communication between the occupational safety team (beta = 1.89; P < 0.01) and the health team (beta = 0.58; P < 0.05). These findings remained unchanged after adjustment for levels of education among managers and employees, salary/wages, company size, and risk. The time and resources available for employees to dedicate to occupational health and safety, the integration and reinforcement of employee and manager training programs, and improved relationship between occupational health and safety teams may contribute to the success of health and safety promotion efforts among employees.

The Risks Of Using Workplace Wellness Programs To Foster A Culture Of Health.

PubMed

Madison, Kristin M

2016-11-01

In many respects, employers are well positioned to take a leading role in helping create a culture of health. Employers have access to many programs that could be beneficial to their employees' health. The potential for financial gains related to health improvement may motivate employers to offer these programs, and if the gains are realized, they may help finance the programs. At the same time, employers' involvement in such programs may create substantial risks. Enthusiasm about the financial and health gains that wellness programs might yield coexists with concerns about health costs shouldered by employees, the possibility of employment discrimination, and the potential for employers' invasion of employees' privacy. A fragmented regulatory regime, including a recently issued final rule under the Americans with Disabilities Act, has been created to address these concerns. Whether the regime strikes the right balance between wellness program benefits and risks remains to be determined. Project HOPE—The People-to-People Health Foundation, Inc.

Packages of participation: Swedish employees’ experience of Lean depends on how they are involved

PubMed Central

Brännmark, Mikael; Holden, Richard J.

2013-01-01

Background Lean Production is a dominant approach in Swedish and global manufacturing and service industries. Studies of Lean’s employee effects are few and contradictory. Purpose Employee effects from Lean are likely not uniform. This paper investigates the effect of employees' participation on their experiences of Lean. Method This study investigated how different packages of employee participation in Lean affected manufacturing workers’ experiences of Lean. During 2008–2011, qualitative and quantitative data were collected from Swedish manufacturing companies participating in the national Swedish Lean Production program Produktionslyftet. Data from 129 surveys (28 companies), 39 semi-structured interviews, and 30 reports were analyzed. In the main analysis, comparisons were made of the survey-reported Lean experiences of employees in three groups: temporary group employees (N = 36), who participated in Lean mostly through intermittent projects; continuous group employees (N = 69), who participated through standing improvement groups; and combined group employees (N = 24), who participated in both ways. Results Continuous group employees had the most positive experience of Lean, followed by the combined group. Temporary group employees had the least positive experiences, being less likely than their counterparts to report that Lean improved teamwork, occupational safety, and change-related learning, decision making, and authority. Conclusions These findings support the importance of continuous, structured opportunities for participation but raise the possibility that more participation may result in greater workload and role overload, mitigating some benefits of employee involvement. Consequently, companies should consider involving employees in change efforts but should attend to the specific design of participation activities. PMID:24665370

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

PubMed

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.

Confidentiality and the employee assistance program professional.

PubMed

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.

External tank program productivity and quality enhancements - A case study

NASA Technical Reports Server (NTRS)

Locke, S. R.

1988-01-01

The optimization of the Manned Space Systems productivity and quality enhancement program is described. The guidelines and standards of the program and the roles played in it by various employee groups are addressed. Aspects of the program involving job/organization redefinition, production and planning in automation, and artificial intelligence and robotics are examined.

Empowerment at Pacific Gas & Electric.

ERIC Educational Resources Information Center

Kaufman, Steven B.

1991-01-01

Pacific Gas and Electric's employee involvement program aggressively focuses on customer service, performance measurement tied to management bonuses, and commitment to change in the organizational culture. (SK)

Union-related correlates of employee referrals to an occupational alcoholism project in a health maintenance organization.

PubMed

Putnam, S L; Stout, R L

1982-03-01

A number of union-related factors, including the degree of unionization and the skill level of the work force, the quality of union-management relations, the extent of union involvement in program development, as well as the provision of supervisory training, have been found to be important in explaining occupational alcoholism program outcome. This study attempted to determine the relationship of such factors to an unusual measure of program outcome, employee referrals to the treatment component of an occupational alcoholism project housed in the counseling department of a health maintenance organization. Multiple-regression techniques were used, with data collected for unionized companies that adopted formal, written employee assistance program (EAP) policies and those that did not. The adoption of an EAP policy seems more important than any other factor in predicting referrals to treatment, In unionized companies without policies, the union-related factors bear no relationship to referrals, while in unionized companies with policies, these variables, particularly the quality of union-management relations, are strong predictors. Supervisory training has only a modest positive effect on referrals. The adoption of an employee assistance policy itself was found to be crucial to program outcome, measured by increased chances of referrals.

13 CFR 120.1425 - Grounds for enforcement actions-Intermediaries participating in the Microloan Program and NTAPs.

Code of Federal Regulations, 2012 CFR

2012-01-01

... of an officer, key employee, or loan agent involved with SBA programs for the Intermediary or NTAP... technical assistance, at least one client received a loan from the private sector. [73 FR 75521, Dec. 11...

13 CFR 120.1425 - Grounds for enforcement actions-Intermediaries participating in the Microloan Program and NTAPs.

Code of Federal Regulations, 2014 CFR

2014-01-01

... of an officer, key employee, or loan agent involved with SBA programs for the Intermediary or NTAP... technical assistance, at least one client received a loan from the private sector. [73 FR 75521, Dec. 11...

13 CFR 120.1425 - Grounds for enforcement actions-Intermediaries participating in the Microloan Program and NTAPs.

Code of Federal Regulations, 2013 CFR

2013-01-01

... of an officer, key employee, or loan agent involved with SBA programs for the Intermediary or NTAP... technical assistance, at least one client received a loan from the private sector. [73 FR 75521, Dec. 11...

13 CFR 120.1425 - Grounds for enforcement actions-Intermediaries participating in the Microloan Program and NTAPs.

Code of Federal Regulations, 2011 CFR

2011-01-01

... of an officer, key employee, or loan agent involved with SBA programs for the Intermediary or NTAP... technical assistance, at least one client received a loan from the private sector. [73 FR 75521, Dec. 11...

Factors Influencing Team Performance in a Continuous Quality Improvement Process in the Wisconsin Technical College System

ERIC Educational Resources Information Center

Pietz, Victoria Lynn

2014-01-01

Continuous Quality Improvement (CQI) programs are growing in popularity in higher education settings and a key component is the use of work groups, which require active employee involvement. The problem addressed in this research was the lack of employee engagement in the Quality Review Process (QRP), which is a statewide CQI model developed by…

Employee Time-Off for Public Schools: Stories of Five Corporate Trailblazers and Two Chambers of Commerce.

ERIC Educational Resources Information Center

Soussou, Helen

This monograph looks at five cases in which corporations have developed programs that permit their employees to take time off for their children's schooling. Three major corporations, one mid-sized business, and a small business are included. All of the case studies involve North Carolina-based institutions in two geographic locations, one urban…

Co-Worker Involvement Scoring Manual and Instrument.

ERIC Educational Resources Information Center

Rusch, Frank R.; And Others

Because of their consistent presence in the work environment, co-workers have been identified as a potentially powerful resource available to provide support to employees with disabilities in supported employment programs. The "Co-worker Involvement Instrument" allows employment training specialists and job supervisors to estimate…

Employee assistance program treats personal problems.

PubMed

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.

Workplace-based participatory approach to weight loss for correctional employees.

PubMed

Ferraro, Lindsay; Faghri, Pouran D; Henning, Robert; Cherniack, Martin

2013-02-01

To evaluate the effectiveness of a participatory approach using an employee design team for a 12-week weight-loss program with an 8-week follow-up. Twenty-four employees with mean [standard error (SE)] for weight 233.24 lb [8.16], body mass index 33.29 kg/cm [0.82], and age 42.7 years [1.5] participated in the study, among whom 75% were men and 25% women. Significant reductions in weight, body mass index, and waist circumference (among men) were observed before and after intervention (P < 0.05). About 73% and 68% of the variation in weight change (P < 0.01) and waist circumference (P < 0.01), respectively, were explained by Nutrition Knowledge and Exercise Confidence scores after controlling for gender and age. A participatory program with employee involvement resulted in positive outcomes. Increasing participants' knowledge and providing skills to manage their weight seem to change their attitudes, resulting in better outcomes.

WORK RELATED INJURY AND ILLNESS: EXPLORING THE RETURN-TO-WORK PROGRAM IN MALAYSIA.

PubMed

Awang, Halimah; Mansor, Norma; Rodrigo, Shamsulbahriah K A

2015-11-01

Illness and injury have a significant impact on employees, their families and employers. The consequences faced by an injured worker could lead to disability, which could then lead to inability to work. This study examined the patterns of the Return to Work (RTW) using data from The Social Security Organisation (SOCSO) of Malaysia RTW database from 2010 to 2013. Factors of successful return to work, employees' salary upon returning to formal employment were also investigated. Gender, age, year of injury, industry, and job hierarchy were found to be significant predictors of employees' salary upon returning to work. Although there are other costs involved on the part of employers and employees, themselves, in the long term the financial returns that can be brought back by injured workers who have successfully returned to work combined with the qualitative benefits substantially outweighs the costs of RTW program.

Perspectives on workplace health promotion among employees in low-wage industries

PubMed Central

Hammerback, Kristen; Hannon, Peggy A.; Harris, Jeffrey R.; Clegg-Thorp, Catherine; Kohn, Marlana; Parrish, Amanda

2016-01-01

Purpose Study goals were to (a) understand the attitudes of employees in low-wage industries toward workplace health promotion, including views on appropriateness of employer involvement in employee health, and level of interest in workplace health promotion overall and in specific programs; and (b) determine the potential for extending workplace health promotion to spouses and partners of these employees. Approach Forty-two 60-90-minute interviews Setting Interviews were conducted with couples (married or living together) in the Seattle/King County metropolitan area of Washington State. Participants Forty-two couples with one or more members working in one of five low-wage industries: accommodation/food services, education, health care/social assistance, manufacturing, and retail trade. Method Qualitative analysis of interview transcripts using grounded theory to identify themes. Results Employees consider workplace health promotion both appropriate and desirable, and believe it benefits employers through increased productivity and morale. Most have little personal experience with it and doubt their employers would prioritize employee health. Employees are most interested in efforts focused on nutrition and physical activity. Both employees and their partners support extending workplace health promotion to include partners. Conclusion Employees and their partners are interested in workplace health promotion if it addresses behaviors they care about. Concern over employer involvement in their personal health decisions is minimal; instead, employees view employer interest in their health as a sign that they are valued. PMID:25162321

Perspectives on Workplace Health Promotion Among Employees in Low-Wage Industries.

PubMed

Hammerback, Kristen; Hannon, Peggy A; Harris, Jeffrey R; Clegg-Thorp, Catherine; Kohn, Marlana; Parrish, Amanda

2015-01-01

Study goals were to (1) understand the attitudes of employees in low-wage industries toward workplace health promotion, including views on appropriateness of employer involvement in employee health and level of interest in workplace health promotion overall and in specific programs, and (2) determine the potential for extending workplace health promotion to spouses and partners of these employees. The study used 42 interviews of 60 to 90 minutes. Interviews were conducted with couples (married or living together) in the Seattle/King County metropolitan area of Washington State. Study participants were forty-two couples with one or more members working in one of five low-wage industries: accommodation/food services, education, health care/social assistance, manufacturing, and retail trade. The study employed qualitative analysis of interview transcripts using grounded theory to identify themes. Employees consider workplace health promotion both appropriate and desirable and believe it benefits employers through increased productivity and morale. Most have little personal experience with it and doubt their employers would prioritize employee health. Employees are most interested in efforts focused on nutrition and physical activity. Both employees and their partners support extending workplace health promotion to include partners. Employees and their partners are interested in workplace health promotion if it addresses behaviors they care about. Concern over employer involvement in their personal health decisions is minimal; instead, employees view employer interest in their health as a sign that they are valued.

16 CFR 1031.6 - Extent and form of Commission involvement in the development of voluntary standards.

Code of Federal Regulations, 2010 CFR

2010-01-01

..., engineering support, and information and education programs) and administrative assistance (e.g., travel costs... SAFETY COMMISSION GENERAL COMMISSION PARTICIPATION AND COMMISSION EMPLOYEE INVOLVEMENT IN VOLUNTARY... goals and objectives with regard to voluntary standards and improved consumer product safety; responding...

29 CFR 785.32 - Apprenticeship training.

Code of Federal Regulations, 2010 CFR

2010-07-01

... spent in an organized program of related, supplemental instruction by employees working under bona fide apprenticeship programs may be excluded from working time if the following criteria are met: (a) The apprentice...) Such time does not involve productive work or performance of the apprentice's regular duties. If the...

The Liberal Arts College and Adult Continuing Education: A Rationale.

ERIC Educational Resources Information Center

Courtney, Leonard; Wozniak, John S.

1978-01-01

The feasibility of private liberal arts college involvement with adult and continuing education is examined in terms of a model, which sponsors an Employee Learning Program. Course offerings have received positive support from the college faculty and administration, cautious involvement by business and industry, and meager interest from organized…

24 CFR 100.143 - Appropriate corrective action.

Code of Federal Regulations, 2010 CFR

2010-04-01

... the employees involved; (4) Developing outreach programs, marketing strategies, or loan products to... effect of the likely violation and must: (1) Identify the policies or practices that are the likely cause...

Work in the Family and Employing Organization.

ERIC Educational Resources Information Center

Zedeck, Sheldon; Mosier, Kathleen L.

1990-01-01

Discusses and reviews the literature on issues involved in attempts to balance roles in employing organizations and family organizations. The following types of programs are reviewed: (1) maternity and parental leave; (2) child and dependent care; (3) alternative work schedules and workstations; and (4) employee assistance and relocation programs.…

Relationships among employees' working conditions, mental health, and intention to leave in nursing homes.

PubMed

Zhang, Yuan; Punnett, Laura; Gore, Rebecca

2014-02-01

Employee turnover is a large and expensive problem in the long-term care environment. Stated intention to leave is a reliable indicator of likely turnover, but actual predictors, especially for nursing assistants, have been incompletely investigated. This quantitative study identifies the relationships among employees' working conditions, mental health, and intention to leave. Self-administered questionnaires were collected with 1,589 employees in 18 for-profit nursing homes. A working condition index for the number of beneficial job features was constructed. Poisson regression modeling found that employees who reported four positive features were 77% less likely to state strong intention to leave (PR = 0.23, p < .001). The strength of relationship between working conditions and intention to leave was slightly mediated by employee mental health. Effective workplace intervention programs must address work organization features to reduce employee intention to leave. Healthy workplaces should build better interpersonal relationships, show respect for employee work, and involve employees in decision-making processes.

The Care and Feeding of a Successful Collaborative Partnership.

ERIC Educational Resources Information Center

Huth, Harvey; Denny, Verna Haskins; Nardino, Charles; Bailey, Robert; Street, David; Sinnott, Judy; Spector, Harriet; Trolio, Peter; Dillman, Jenny

In this document, representatives from the four partners involved in a self-directed distance learning program for developmental aides responsible for caring for persons with developmental disabilities and/or mental retardation (the City University of New York, a labor union, an executive employee relations office, and a state agency involved in…

[Evaluation of a physical exercise and nutritional guidance program given to workers at a health institute].

PubMed

Galván, Jorge; Rascón, María Luisa; Soriano, Alejandra; Rodríguez, Eva María; Aguilera, Rosa María; Casanova, Leticia

2011-01-01

To report on the results of the first stage of the Pause for Your Health program, designed to promote physical exercise during the work journey day in addition to an eating plan to contribute to the employees' general well-being. The participants were 36 employees of a national institute on health working at a research area. The indicators assessed before and after the program were: sedentary lifestyle, cardiovascular adaptation to exercise test, anthropometric measures, serico-lipoglycemic profile, blood pressure, perception of lifestyle and general well-being and finally opinion about program. Data showed significant changes in five anthropometric indicators, the most significant was waist circumference. As to clinical assessment, the most prominent change was observed in glucose level. The results also showed that people who were overweight at the start of the program at the end of it lost weight, which was statistically significant. Participants showed attitude of great involvement regarding physical activity and increased awareness of the best way to eat. One of the immediate benefits of using this program was that it allowed identifying risk factors among the employees and increased motivation to participate and to take specific measures regarding their health care.

32 CFR 536.155 - Claims payable involving tortfeasors other than nonappropriated fund employees.

Code of Federal Regulations, 2014 CFR

2014-07-01

... particular NAF activity. (2) Family child care providers, authorized members of the provider's household and approved substitute providers while care under the family child care program is being provided in the... to, or death of, children receiving care under the family child care program that are caused by the...

32 CFR 536.155 - Claims payable involving tortfeasors other than nonappropriated fund employees.

Code of Federal Regulations, 2012 CFR

2012-07-01

... particular NAF activity. (2) Family child care providers, authorized members of the provider's household and approved substitute providers while care under the family child care program is being provided in the... to, or death of, children receiving care under the family child care program that are caused by the...

32 CFR 536.155 - Claims payable involving tortfeasors other than nonappropriated fund employees.

Code of Federal Regulations, 2010 CFR

2010-07-01

... particular NAF activity. (2) Family child care providers, authorized members of the provider's household and approved substitute providers while care under the family child care program is being provided in the... to, or death of, children receiving care under the family child care program that are caused by the...

32 CFR 536.155 - Claims payable involving tortfeasors other than nonappropriated fund employees.

Code of Federal Regulations, 2013 CFR

2013-07-01

... particular NAF activity. (2) Family child care providers, authorized members of the provider's household and approved substitute providers while care under the family child care program is being provided in the... to, or death of, children receiving care under the family child care program that are caused by the...

32 CFR 536.155 - Claims payable involving tortfeasors other than nonappropriated fund employees.

Code of Federal Regulations, 2011 CFR

2011-07-01

... particular NAF activity. (2) Family child care providers, authorized members of the provider's household and approved substitute providers while care under the family child care program is being provided in the... to, or death of, children receiving care under the family child care program that are caused by the...

Evaluation of Training Programs in Russian Manufacturing Companies

ERIC Educational Resources Information Center

Kucherov, Dmitry; Manokhina, Daria

2017-01-01

Purpose: This study aims to examine the features of training evaluation process in Russian manufacturing companies. On the basis of three assumptions regarding the differences in group of employees involved in training, duration and costs of a training program, the authors tried to find out the peculiarities of training evaluation tools and levels…

Project EXCEL: Hotel Workers Literacy Enhancement Program. Final Performance Report.

ERIC Educational Resources Information Center

Career Resources Development Center, Inc., San Francisco, CA.

Project EXCEL is a federally-funded workplace literacy program involving hotel enterprises in the San Francisco (California) Bay area. Its focus is on identification and instruction of literacy skills essential to job success for limited-English-proficient (LEP) workers. Training is intended to enable employees to understand written work orders,…

Employer-Assisted Dependent Care in Texas: A Report.

ERIC Educational Resources Information Center

Meyer, Jill

By offering benefits that assist workers in attaining a better balance between work and family, employers can improve the quality of work produced for their companies and the quality of life for employees. This report discusses the benefits of dependent care programs, describes the process involved in selecting appropriate programs, and discusses…

Mobbing and psychological terror at workplaces.

PubMed

Leymann, H

1990-01-01

In recent years, the existence of a significant problem in workplaces has been documented in Sweden and other countries. It involves employees "ganging up" on a target employee and subjecting him or her to psychological harassment. This "mobbing" behavior results in severe psychological and occupational consequences for the victim. This phenomenon is described, its stages and consequences analyzed. An ongoing program of research and intervention that is currently being supported by the Swedish government is then considered.

Managers’ Perceptions of the Value and Impact of HAZWOPER Worker Health and Safety Training

PubMed Central

Riley, Kevin; Slatin, Craig; Rice, Carol; Rosen, Mitchel; Weidner, B. Louise; Fleishman, Jane; Alerding, Linda; Delp, Linda

2018-01-01

Background Worker training is a core component of the OSHA Hazardous Waste Operations and Emergency Response (HAZWOPER) standard, but few studies have considered what motivates managers to provide HAZWOPER training to employees or what they value in that training. Methods In 2012, four university-based programs conducted an exploratory survey of managers who sent employees to HAZWOPER courses. Results from 109 respondents were analyzed. Results Forty-two percent of respondents cited regulations as the most important reason to provide HAZWOPER training; many indicated they would provide less training if there were no standard in place. Three-quarters (74%) reported training had improved workplace conditions. Fewer than half said they were likely to involve trained employees in aspects of the organization’s H&S program. Discussion Compliance with regulatory requirements is an important factor shaping managers’ training delivery decisions. Managers recognize positive impacts of training. These impacts could be enhanced by further leveraging employee H&S knowledge and skills. PMID:26010141

Managers' perceptions of the value and impact of HAZWOPER worker health and safety training.

PubMed

Riley, Kevin; Slatin, Craig; Rice, Carol; Rosen, Mitchel; Weidner, B Louise; Fleishman, Jane; Alerding, Linda; Delp, Linda

2015-07-01

Worker training is a core component of the OSHA Hazardous Waste Operations and Emergency Response (HAZWOPER) standard, but few studies have considered what motivates managers to provide HAZWOPER training to employees or what they value in that training. In 2012, four university-based programs conducted an exploratory survey of managers who sent employees to HAZWOPER courses. Results from 109 respondents were analyzed. Forty-two percent of respondents cited regulations as the most important reason to provide HAZWOPER training; many indicated they would provide less training if there were no standard in place. Three-quarters (74%) reported training had improved workplace conditions. Fewer than half said they were likely to involve trained employees in aspects of the organization's H&S program. Compliance with regulatory requirements is an important factor shaping managers' training delivery decisions. Managers recognize positive impacts of training. These impacts could be enhanced by further leveraging employee H&S knowledge and skills. © 2015 Wiley Periodicals, Inc.

Effectiveness of workplace diabetes prevention programs: A systematic review of the evidence.

PubMed

Brown, Sharon A; García, Alexandra A; Zuñiga, Julie A; Lewis, Kimberly A

2018-01-05

The primary purpose is to review diabetes workplace interventions and the degree to which they improve diabetes-related outcomes in employees diagnosed with or at risk for T2DM. Three electronic databases and ancestry searches were used to identify peer reviewed articles published in English from 2000 to June 2017. The number of participants represented by the 22 selected studies, excluding one large outlier, was 4243. On average, the samples were 57% female and ethnically diverse. Interventions-healthy eating behaviors, physical activity, and/or monitoring and self-managing diabetes and cardiovascular risk factors-were delivered in group sessions of fewer than 20 employees. Programs involved 1-h weekly sessions held during lunch hour or at other times during the workday for 12 to 24 weeks. Study outcomes, commonly measured at 6 and/or 12 months, were consistently positive. The literature search uncovered beginning evidence that workplace interventions hold promise for preventing diabetes and/or its complications. More rigorous, creatively designed, workplace studies, are needed for employees at high-risk for developing diabetes. Implications include the need for employer education about the benefits of employer support for such programs and attention to motivational strategies so employees will take full advantage of programs that are offered. Copyright © 2018 Elsevier B.V. All rights reserved.

Decreasing Physical Inactivity in the Veterans Health Administration Employee Population.

PubMed

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.

Does employee involvement work? Yes, sometimes.

PubMed

Cotton, J L

1997-12-01

Employee involvement per se is not always effective for improving performance and/or employee attitudes. Rather, there are several different forms of employee involvement, some of which are effective, while others are not. This article describes seven forms of employee involvement, giving examples, and summarizes research findings for each form, concluding with a summary of which are the best and which are worst. This article also describes what is necessary for effective employee involvement, focusing on management commitment and training for both management and employees.

Moral distress in rehabilitation professionals: results from a hospital ethics survey.

PubMed

Mukherjee, Debjani; Brashler, Rebecca; Savage, Teresa A; Kirschner, Kristi L

2009-05-01

Moral distress in the rehabilitation setting was examined in a follow-up survey. The survey had 3 goals: (1) to systematically and anonymously gather data about the ethical issues that employees struggle with in their daily work; (2) to raise the visibility of the hospital-based ethics program and resources available to employees; and (3) to prioritize and focus the direction of the program's educational seminars, quality improvement projects, and ethics consultation. Online survey of employees. Urban rehabilitation system of care. The survey was open to all employees; 207 completed the survey. N/A MAIN OUTCOME MEASUREMENTS: N/A CONCLUSIONS: Three broad categories of moral distress were identified: institutional ethics, professional practice, and clinical decision-making. Institutional ethics issues related to the health care environment, such as health care reimbursement pressures and corporate culture. Professional practice issues involved codes of behavior and concepts of professionalism, including patient confidentiality/privacy. Clinical decision-making included such practical dilemmas as conflicts around goal-setting, discharge planning, and assessment of decision-making capacity. An anonymous survey of staff members allowed the hospital ethics program to identify sources of moral distress and prioritize strategies to address them.

The Power of Persuasion: It Takes More than Just an Idea to Effect Change.

ERIC Educational Resources Information Center

Wilson, Quelda

1988-01-01

The strategy involved in the planning process to develop an employee assistance program is described. Issues to be decided include whether the program should cover both academic and nonacademic personnel; whether the idea could be made attractive to management and staff; and identification of a potential source of funding. (MLW)

Drug Violations and Aviation Accidents: Findings from the U.S. Mandatory Drug Testing Programs

PubMed Central

Li, Guohua; Baker, Susan P.; Zhao, Qi; Brady, Joanne E.; Lang, Barbara H.; Rebok, George W.; DiMaggio, Charles

2012-01-01

Aims To assess the role of drug violations in aviation accidents. Design Case-control analysis. Setting Commercial aviation in the United States. Participants Aviation employees who were tested for drugs during 1995 through 2005 under the post-accident testing program (cases, n=4,977) or under the random testing program (controls, n=1,129,922). Measurements Point prevalence of drug violations, odds ratio of accident involvement, and attributable risk in the population. A drug violation was defined as a confirmed positive test for marijuana (≥ 50 ng/ml), cocaine (≥ 300 ng/ml), amphetamines (≥1000 ng/ml), opiates (≥ 2000 ng/ml), or phencyclidine (≥ 25 ng/ml). Findings The prevalence of drug violations was 0.64% [95% confidence interval (CI), 0.62–0.65%] in random drug tests and 1.82% (95% CI, 1.47–2.24%) in post-accident tests. The odds of accident involvement for employees who tested positive for drugs was almost three times the odds for those who tested negative (odds ratio 2.90, 95% CI, 2.35–3.57), with an estimated attributable risk of 1.2%. Marijuana accounted for 67.3% of the illicit drugs detected. The proportion of illicit drugs represented by amphetamines increased progressively during the study period, from 3.4% in 1995 to 10.3% in 2005 (p<0.0001). Conclusions Use of illicit drugs by aviation employees is associated with a significantly increased risk of accident involvement. Due to the very low prevalence, drug violations contribute to only a small fraction of aviation accidents. PMID:21306594

Employee assistance program evaluation. Employee perceptions, awareness, and utilization.

PubMed

Moore, T

1989-12-01

Periodic evaluation is necessary to maintain a quality employee assistance program. This survey was undertaken to determine employee awareness of the existing EAP and their satisfaction with the program. Likewise, the survey allowed for employee input on areas of the program they had concerns with that may have caused hesitancy in further use of the program. The survey not only documents to management that the program is of value to employees and identifies areas where changes may be focused in the future to meet employee needs, but actually serves as a communication tool in itself as a reminder of the availability of the Employee Assistance Program.

Implementing quality/productivity improvement initiatives in an engineering environment

NASA Technical Reports Server (NTRS)

Ruda, R. R.

1985-01-01

Quality/Productivity Improvement (QPI) initiatives in the engineering environment at McDonnell Douglas-Houston include several different, distinct activities, each having its own application, yet all targeted toward one common goal - making continuous improvement a way of life. The chief executive and the next two levels of management demonstrate their commitment to QPI with hands-on involvement in several activities. Each is a member of a QPI Council which consists of six panels - Participative Management, Communications, Training, Performance/Productivity, Human Resources Management and Strategic Management. In addition, each manager conducts Workplace Visits and Bosstalks, to enhance communications with employees and to provide a forum for the identification of problems - both real and perceived. Quality Circles and Project Teams are well established within McConnel Douglas as useful and desirable employee involvement teams. The continued growth of voluntary membership in the circles program is strong evidence of the employee interest and management support that have developed within the organization.

REPP: A Case Study in Federal Financing--Long Term Fiscal and Instructional Implications. A Project Report.

ERIC Educational Resources Information Center

Kistler, Kathleen M.

A study was conducted at the College of the Redwoods to analyze the fiscal, institutional, and instructional impact of the Redwood Employees Protection Plan (REPP) program, a federally funded retraining program for timber workers displaced by redwood park expansion. The study involved telephone interviews with 37 former and current students, 16…

Employee Relations. A Guide and Reference Book for Those Involved or Training to Be Involved in Employee Relations in the Hotel and Catering Industry. Seventh Edition.

ERIC Educational Resources Information Center

Martin, Rodney; Hayter, Roy, Ed.

This guide and reference book is designed to help those involved or training to be involved in employee relations in the hotel and catering industry. Chapter 1 attempts to define employee relations. Chapter 2 describes the institutions and parties involved in employee relations in the hotel and catering industry. The focus of chapter 3 is on…

Nasa's Emerging Productivity Program

NASA Technical Reports Server (NTRS)

Braunstein, D. R.

1984-01-01

The goals, membership, and organizational structure of the NASA Productivity Steering Committee are described as well as steps taken to make NASA a leader in the development and application of productivity and quality concepts at every level of agency management. The overall strategy for the Productivity Improvement and Quality Enhancement (PIQE) Program is through employee involvement, both civil servant and contractor, in all phases of agency-wide activity. Elements of the PIQE program and initial thrusts are examined.

Encouraging staff involvement in the security effort.

PubMed

Hudson, Gary A

2006-01-01

Developing greater rapport between the security department and other hospital employees is essential to a successful security effort. In this article, the author describes a number of methods which can be used to better integrate the security program into the culture of the hospital.

How policy on employee involvement in work reintegration can yield its opposite: employee experiences in a Canadian setting.

PubMed

Maiwald, Karin; Meershoek, Agnes; de Rijk, Angelique; Nijhuis, Frans

2013-04-01

Canada has a long tradition of involving employee representatives in developing work reintegration policies and expects this to positively affect employee involvement to improve work reintegration success. The purpose of this study was to examine employee involvement in reintegration in a Canadian province as experienced by employees. Fourteen semi-structured interviews were held with employees in a healthcare organization. The interview topic list was based on a review of local reintegration policy documents and literature. Interviews were transcribed verbatim and analysed using ethnographic methodology. Employees do not feel in control of their reintegration trajectory. In the phase of reporting sickness absence, they wrestle with a lack of understanding on how to report in sick. In the phase of reintegration planning and coordination, they hesitate to get involved in the organization of reintegration. In the phase of reintegration plan execution, employees encounter unfulfilled expectations on interventions. Employee involvement in the organization of reintegration makes them responsible for the development of reintegration trajectories. However, they consider themselves often incapable of completing this in practice. Moreover, employees experience that their contribution can boomerang on them. • It is not that employees are not able to think along or decide on their reintegration trajectory but rather they are expected to do so at times when they cannot oversee their illness and/or recovery trajectory. • Settings out reintegration procedures that are inflexible in practice do not recognize that employee involvement in work reintegration trajectories can develop over time. • The disability management professional has a central role in organizing and supporting employee involvement in work reintegration, however, the employees do not experience this is indeed happening.

Implementing long-term EAP follow-up with clients and family members to help prevent relapse-With implications for primary prevention.

PubMed

Foote, A; Googins, B; Moriarty, M; Sandonato, C; Nadolski, J; Jefferson, C

1994-12-01

This paper reports on a study in progress which involves (a) regular post-treatment contact by employee assistance program (EAP) staff with employees who seek help through the EAP, and (b) contact with a family member or other support person designated by the employee. The contacts are designed to provide support for maintenance of therapeutic gains, assistance in adjusting to current life situations, and early identification and prevention of relapse. The study will evaluate the process of initiating these contacts and will examine their effectiveness at reducing relapse. Factors associated with implementing these services in an EAP context are discussed.

The impact of Federal rehabilitation laws on the expanding role of employee assistance programs in business and industry.

PubMed

Farkas, G M

1989-12-01

Federal statutory and case law protecting the rights of individuals with disabilities has had a major impact in expanding the occupational options for mentally and physically impaired employees. One serendipitous result of these protections has been the expansion of job opportunities for psychologists in business and industry. This article examines important federal laws and regulations pertaining to the employment rights of the handicapped worker and emphasizes the intricacies involved for psychologists who work in the employee assistance field or who consult with management. The expansion of vocational options for psychologists working with business is traced, and future prospects for psychologists in this area are explored.

DoD Civilian Drug Abuse Testing Program

DTIC Science & Technology

1988-08-23

employee assistance programs ( EAPs ). DoD Components must obtain approval of the ASD(HA) for specimen collection and laboratory testing... Employee . A DoD employee paid from appropriated funds. 2. Employee Assistance Programs ( EAPs ). DoD Component-based counseling programs that offer...Renumber Ś." to ř." Subparagraph E.5.a.(2), line 1. After "(2)" insert " Employee Assistance Programs " and enclose "

Personnel and Welfare: The Case of the Problem Drinker at Work.

ERIC Educational Resources Information Center

Hyman, J.; Beaumont, P. B.

1985-01-01

Presents evidence of welfare activity in a number of work organizations based in Scotland that have introduced recovery programs for employees with alcohol-related problems. The study points to extensive involvement by personnel specialists in the operation of these policies. (CT)

Higher Education.

ERIC Educational Resources Information Center

Hendrickson, Robert M.

This chapter reports 1982 cases involving aspects of higher education. Interesting cases noted dealt with the federal government's authority to regulate state employees' retirement and raised the questions of whether Title IX covers employment, whether financial aid makes a college a program under Title IX, and whether sex segregated mortality…

45 CFR 2523.100 - Are participants in programs operated by Federal agencies Federal employees?

Code of Federal Regulations, 2010 CFR

2010-10-01

... PROVISION OF AMERICORPS PROGRAM ASSISTANCE § 2523.100 Are participants in programs operated by Federal agencies Federal employees? No. Participants in these programs have the same employee status as participants in other approved AmeriCorps programs, and are not considered Federal employees, except for the...

Work-site health and fitness programs: Impact on the employee and employer.

PubMed

Voit, Susan

2001-01-01

Physical fitness and health lifestyle habits have been reported to lower the risk of death from disease, foster healthy muscles, joints and bones, and enhance personal function and mental health. Given these benefits, many employers are implementing health and fitness programs into their workplace with the goals of improving and maintaining the health of their employees and increasing worker productivity. However, research is still being conducted to determine if these programs are an effective means of achieving these goals. OBJECTIVE: The purpose of this paper is to investigate the impact of these programs on employee physical and mental health, employee work performance, and the employer. This paper also investigates the effectiveness of the specific program structures and intervention procedures that were used in the employee health and fitness programs that have been implemented. STUDY DESIGN: This paper analyzed 15 previously conducted studies to investigate the impact and design of employee health and fitness programs. RESULTS: The reviewed literature suggests that the incorporation of an employee health and fitness program can have positive effects for both the employee and the employer. Programs that are structured using a variety of physical fitness programs, health education classes, outreach and one on one counseling with follow up contact have proven to be most beneficial in terms of employee and employer satisfaction. CONCLUSION: The implementation of an employee health and fitness program can have positive lasting effects on both the employee and employer. In addition to implementing programs that offer a variety of choices and one on one counseling, employers would benefit from targeting the at-risk population to ensure that the programs benefit the greatest number of employees possible.

Employee perspectives on the role of supervisors to prevent workplace disability after injuries.

PubMed

Shaw, William S; Robertson, Michelle M; Pransky, Glenn; McLellan, Robert K

2003-09-01

After workplace injuries, supervisors can play an important role in aiding workers, accessing health care services, and providing reasonable accommodation. However, few studies have identified those aspects of supervisor involvement most valued by employees for postinjury recovery and return to work. As part of needs assessment for a supervisory training program, 30 employees from four companies were interviewed about the role of supervisors to prevent workplace disability after injuries. From interview notes, 305 employee statements were extracted for analysis. An affinity mapping process with an expert panel produced 11 common themes: accommodation, communicating with workers, responsiveness, concern for welfare, empathy/support, validation, fairness/respect, follow-up, shared decision-making, coordinating with medical providers, and obtaining coworker support of accommodation. Interpersonal aspects of supervision may be as important as physical work accommodation to facilitate return to work after injury.

Mega trends in business create mega changes for training and education

DOE Office of Scientific and Technical Information (OSTI.GOV)

Shealy, R.E.; Moore, N.E.

1996-12-31

Four mega-trends for business organizations are clearly emerging: globalization, computerization, information economy, and management. These mega-trends will have a profound impact on the human resources of business organizations, particularly related to new skill requirements that will be more complex, more in-depth, and broader in scope. New skill requirements, coupled with new technological advances in the delivery of employee development programs, will have significant ramifications for internal training departments and educational institutions. This paper explores the ramifications for those involved in the training and education of employees in business organizations.

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

ERIC Educational Resources Information Center

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…

5 CFR 890.601 - Coverage.

Code of Federal Regulations, 2012 CFR

2012-01-01

... EMPLOYEES HEALTH BENEFITS PROGRAM Transfers From Retired Federal Employees Health Benefits Program § 890.601... is eligible to enroll, under the Retired Federal Employees Health Benefits Program (part 891 of this chapter) is eligible to enroll under the Federal Employees Health Benefits Program under this part. [39 FR...

5 CFR 890.601 - Coverage.

Code of Federal Regulations, 2011 CFR

2011-01-01

... EMPLOYEES HEALTH BENEFITS PROGRAM Transfers From Retired Federal Employees Health Benefits Program § 890.601... is eligible to enroll, under the Retired Federal Employees Health Benefits Program (part 891 of this chapter) is eligible to enroll under the Federal Employees Health Benefits Program under this part. [39 FR...

5 CFR 295.101 - Scope and purpose.

Code of Federal Regulations, 2010 CFR

2010-01-01

....101 Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT CIVIL SERVICE REGULATIONS TESTIMONY BY OPM... you submit a demand or request to an employee of the U.S. Office of Personnel Management (OPM) to... efficiency in its programs and operations; (2) Minimize the possibility of involving OPM in controversial...

Business Advisory Committee for Vocational Special Education.

ERIC Educational Resources Information Center

Irving Independent School District, TX.

This packet contains materials about and by the Business Advisory Committee (BAC) for Vocational Special Education of the Irving Independent School District (IISD), Texas. It discusses benefits to the business sector, both corporately and individually: introduction of management to an untapped resource, employee involvement in worthwhile programs,…

How Many Will Choose? School Choice and Student Enrollment Planning.

ERIC Educational Resources Information Center

Chan, Tak C.

1993-01-01

Enrollment planning is the basis of all school system planning. Focuses on assessing the impact of a choice plan on student enrollment planning. Issues involved include home schooling, school employees' choice, and private kindergarten programs. Administrators are advised to evaluate existing forecasting methodologies. (MLF)

Employee Assistance Programs: Effective Tools for Counseling Employees.

ERIC Educational Resources Information Center

Kraft, Ed

1991-01-01

College employee assistance program designs demonstrate the varied needs of a workforce. Whatever the model, the helping approach remains to (1) identify problem employees through performance-related issues; (2) refer them to the assistance program for further intervention; and (3) follow up with employee and supervisor to ensure a successful…

75 FR 5697 - Employee Protection Program; Removal

Federal Register 2010, 2011, 2012, 2013, 2014

2010-02-04

... DEPARTMENT OF TRANSPORTATION Office of the Secretary 14 CFR Part 314 RIN 2105-AD94 Employee... Employee Protection Program. These regulations are removed because the underlying program was repealed by... Employee Protection Program, to be administered by the U.S. Department of Transportation. Section 43 of the...

Educating the Employee Assistance Professional: Cornell University's Employee Assistance Education and Research Program.

ERIC Educational Resources Information Center

Quick, R. C.; And Others

1987-01-01

Outlines Cornell University's Employee Assistance Education and Research Program, which uses an academic curriculum and field experience to further develop the Employee Assistance Program (EAP) profession. Addresses the dilemma of personnel executives in ensuring quality in EAP programs and staff. (JOW)

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

Federal Register 2010, 2011, 2012, 2013, 2014

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...

46 CFR 16.401 - Employee Assistance Program (EAP).

Code of Federal Regulations, 2010 CFR

2010-10-01

... 46 Shipping 1 2010-10-01 2010-10-01 false Employee Assistance Program (EAP). 16.401 Section 16.401 Shipping COAST GUARD, DEPARTMENT OF HOMELAND SECURITY MERCHANT MARINE OFFICERS AND SEAMEN CHEMICAL TESTING Employee Assistance Programs § 16.401 Employee Assistance Program (EAP). The employer shall provide an...

Results of innovative communication processes on productivity gains in a high technology environment

NASA Technical Reports Server (NTRS)

Kelly, B. J.

1985-01-01

The technology which resulted in performance breakthroughs at engineering and management services is discussed. As a result of the innovative approaches of communicating productivity concepts to the employees, specific outcomes can now be pinpointed at all levels of the organization such as: (1) employee-headed program; (2) performance feedback processes; and (3) an investigative approach to creating leadership. The Lockheed Corporation began the innovative trend in 1974 when they became the first company to introduce quality circles in America. Although some of Lockheed-EMSCO's processes may sound different from traditional improvement processes, the context out of which those to be presented evolved has sustained more than 10 years of positive results through employee involvement activities.

Cross-cultural issues in space operations: A survey study among ground personnel of the European Space Agency

NASA Astrophysics Data System (ADS)

Sandal, Gro Mjeldheim; Manzey, Dietrich

2009-12-01

Today's space operations involve co-working of people with different ethnical, professional and organisational backgrounds. The aim of this study was to examine the implications of cultural diversity for efficient collaboration within the European Space Agency (ESA), and between ESA employees and representatives from other agencies. ESA employees from European countries ( N=576) answered to the CULT Ground Survey. The results showed that differences in relation to leadership and decision making were the most important issues thought to interfere with efficient co-working within ESA, and between ESA employees and colleagues from other agencies. Employees who collaborated with more than three nationalities within ESA indicated most challenges in co-working due to differences in compliance, behavioural norms and competitiveness. Challenges in co-working differed between agencies, and these differences were consistent with value differences in the national populations. The results may have applied value for training of European employees working in international space program teams.

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

ERIC Educational Resources Information Center

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…

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

PubMed

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.

12 CFR 1208.2 - Definitions.

Code of Federal Regulations, 2012 CFR

2012-01-01

... authorized by statute to collect for the benefit of any person; (5) The unpaid share of any non-Federal partner in a program involving a Federal payment, and a matching or cost-sharing payment by the non... (including Federal Employees' Group Life Insurance—FEGLI—Basic premium or premium for similar benefit under...

12 CFR 1208.2 - Definitions.

Code of Federal Regulations, 2011 CFR

2011-01-01

... authorized by statute to collect for the benefit of any person; (5) The unpaid share of any non-Federal partner in a program involving a Federal payment, and a matching or cost-sharing payment by the non... (including Federal Employees' Group Life Insurance—FEGLI—Basic premium or premium for similar benefit under...

12 CFR 1208.2 - Definitions.

Code of Federal Regulations, 2014 CFR

2014-01-01

... authorized by statute to collect for the benefit of any person; (5) The unpaid share of any non-Federal partner in a program involving a Federal payment, and a matching or cost-sharing payment by the non... (including Federal Employees' Group Life Insurance—FEGLI—Basic premium or premium for similar benefit under...

12 CFR 1208.2 - Definitions.

Code of Federal Regulations, 2013 CFR

2013-01-01

... authorized by statute to collect for the benefit of any person; (5) The unpaid share of any non-Federal partner in a program involving a Federal payment, and a matching or cost-sharing payment by the non... (including Federal Employees' Group Life Insurance—FEGLI—Basic premium or premium for similar benefit under...

Using Participatory Management in a Traditional Environment.

ERIC Educational Resources Information Center

Tavarone, Antonia R.

This paper describes the use of a participatory management process in an older, public-sector bureaucracy with an extremely traditional, hierarchical, and entrenched culture. Into this culture, two separate projects were introduced: an employee involvement program using the quality circle concept and a task force that would design and implement an…

School District Superintendents' Response to Ethical Dilemmas: A Grounded Theory

ERIC Educational Resources Information Center

Sprouse, Fay Simpson

2009-01-01

Ethical dilemmas, situations involving a conflict between values or principles, often arise when employees of school districts violate laws or professional codes of behavior. Ethical dilemmas also occur when there are inequities in educational programming, resulting in missed opportunities for students. This qualitative study, conducted with the…

Using benchmarking to minimize common DOE waste streams: Volume 5. Office paper waste

DOE Office of Scientific and Technical Information (OSTI.GOV)

Levin, V.

Finding innovative ways to reduce waste streams generated at US Department of Energy (DOE) sites by 50% by the year 2000 is a challenge for DOE`s waste minimization efforts. A team composed of members from several DOE facilities used the quality tool known as benchmarking to improve waste minimization efforts. First the team examined office waste generation and handling processes at their sites. Then team members developed telephone and written questionnaires to help identify potential ``best-in-class`` industry partners willing to share information about their best waste minimization techniques and technologies. The team identified two benchmarking partners, NIKE, Inc., in Beaverton,more » Oregon, and Microsoft, Inc., in Redmond, Washington. Both companies have proactive, employee-driven environmental issues programs. Both companies report strong employee involvement, management commitment, and readily available markets for recyclable materials such as white paper and nonwhite assorted paper. The availability of markets, the initiative and cooperation of employees, and management support are the main enablers for their programs. At both companies, recycling and waste reduction programs often cut across traditional corporate divisions such as procurement, janitorial services, environmental compliance, grounds maintenance, cafeteria operations, surplus sales, and shipping and receiving. These companies exhibited good cooperation between these functions to design and implement recycling and waste reduction programs.« less

Risk Managers’ Descriptions of Programs to Support Second Victims after Adverse Events

PubMed Central

White, Andrew A.; Brock, Doug; McCotter, Patricia I.; Hofeldt, Ron; Edrees, Hanan H.; Wu, Albert W.; Shannon, Sarah; Gallagher, Thomas H.

2015-01-01

Guidelines call for healthcare organizations to provide emotional support for clinicians involved in adverse events, but little is known about these organizations seek to meet this need. We surveyed U.S. members of ASHRM about the presence, features, and perceived efficacy of their organization’s provider support program. The majority reported that their organization had a support program, but features varied widely and there are substantial opportunities to improve services. Provider support programs should enhance referral mechanisms and peer support, critically appraise the role of Employee Assistance Programs, and demonstrate their value to institutional leaders. PMID:25891288

Indicators of healthy work environments--a systematic review.

PubMed

Lindberg, Per; Vingård, Eva

2012-01-01

The purpose of this study was to systematically review the scientific literature and search for indicators of healthy work environments. A number of major national and international databases for scientific publication were searched for research addressing indicators of healthy work environments. Altogether 19,768 publications were found. After excluding duplicates, non-relevant publications, or publications that did not comply with the inclusion criteria 24 peer-reviewed publications remained to be included in this systematic review. Only one study explicitly addressing indicators of healthy work environments was found. That study suggested that the presence of stress management programs in an organization might serve as indicator of a 'good place to work', as these organizations were more likely to offer programs that encouraged employee well-being, safety and skill development than those without stress management programs. The other 23 studies either investigated employee's views of what constitute a healthy workplace or were guidelines for how to create such a workplace. Summarizing, the nine most pronounced factors considered as important for a healthy workplace that emerged from these studies were, in descending order: collaboration/teamwork: growth and development of the individual; recognition; employee involvement; positive, accessible and fair leader; autonomy and empowerment; appropriate staffing; skilled communication; and safe physical work.

Lessons learned from employee fitness programs at the Marshfield Clinic.

PubMed

McCarty, Catherine A; Scheuer, Dave

2005-07-01

To describe and evaluate employee fitness programs at the Marshfield Clinic. A 16-week program was offered to employees from April-July 2004, and a 12-week program was offered from August-November, 2004. Weekly e-mails included suggestions to increase physical activity and eat a healthy diet. Incentives were offered for meeting program goals. A total of 1129 employees signed up for the first program (approximately 18% of all employees) and 610 for the second program. More than 95% of the participants in both programs were female. The activity program goal was met by 231 (20.5%) participants in the first program and 31% (n = 190) of participants in the second program. There was a significant increase in the percent of people with good or excellent fitness levels from baseline (46.4%, 95% CL = 40.5, 52.3) to follow-up (70.7%, 95% CL = 65.3, 76.0) in the first program. In the second program, there was a significant association between the number of program goals met and self-report of having increased energy, better weight control, and feeling better overall and about body image. Emphasis in future programs should be placed on increasing employee participation. Program evaluation could be expanded to include health care costs and employee absenteeism.

Employee Assistance Programs.

ERIC Educational Resources Information Center

Levine, Hermine Zagat

1985-01-01

The author reports company responses to a questionnaire concerning employee assistance programs (EAP). Answers concern EAP structure, staff training, use of outside consultant, services provided by EAPs, program administration, employee confidence in EAPs, advertising the program, program philosophy, problems encountered by EAP users, coverage and…

5 CFR 890.1301 - Purpose.

Code of Federal Regulations, 2013 CFR

2013-01-01

... EMPLOYEES HEALTH BENEFITS PROGRAM Department of Defense Federal Employees Health Benefits Program... enroll in health benefit plans offered under the Federal Employees Health Benefits (FEHB) Program in...

5 CFR 890.1301 - Purpose.

Code of Federal Regulations, 2011 CFR

2011-01-01

... EMPLOYEES HEALTH BENEFITS PROGRAM Department of Defense Federal Employees Health Benefits Program... enroll in health benefit plans offered under the Federal Employees Health Benefits (FEHB) Program in...

5 CFR 890.1301 - Purpose.

Code of Federal Regulations, 2014 CFR

2014-01-01

... EMPLOYEES HEALTH BENEFITS PROGRAM Department of Defense Federal Employees Health Benefits Program... enroll in health benefit plans offered under the Federal Employees Health Benefits (FEHB) Program in...

5 CFR 890.1301 - Purpose.

Code of Federal Regulations, 2012 CFR

2012-01-01

... EMPLOYEES HEALTH BENEFITS PROGRAM Department of Defense Federal Employees Health Benefits Program... enroll in health benefit plans offered under the Federal Employees Health Benefits (FEHB) Program in...

EAP: An Important Supervisory Tool.

ERIC Educational Resources Information Center

Wright, Jim

1984-01-01

Discusses elements of the Employee Assistance Program: why employees need it, their acceptance of the program, when to refer an employee to the program, counseling, formal referral, plan of action, and how the program helps the supervisor. (CT)

CALIFORNIA STATE UNIVERSITY CATASTROPHIC (CAT) LEAVE DONATION PROGRAM: DEMOGRAPHICS, ECONOMIC SECURITY, AND SOCIAL EQUITY.

PubMed

Muller, Christina

2015-01-01

The California State University (CSU) Chancellor's Office reached an agreement with all CSU collective bargaining units and Employee Relations on a uniform Catastrophic (CAT) Leave Donation Program in 1992. The CAT Leave Donation Program allows employees to donate sick and/or vacation leave credits to employees who are incapacitated due to a catastrophic illness or injury and have exhausted all of their own leave credits. This also extends to employees with whom family illnesses are deemed catastrophic, thus requiring the employee to care for an immediate family member. Stakeholders include union represented employees who accrue leave credits as well as any employee who receives or donates hours of leave credits in the program. Other stakeholders include the family members and program administrators.

Does Targeting Higher Health Risk Employees or Increasing Intervention Intensity Yield Savings in a Workplace Wellness Program?

PubMed

Kapinos, Kandice A; Caloyeras, John P; Liu, Hangsheng; Mattke, Soeren

2015-12-01

This article aims to test whether a workplace wellness program reduces health care cost for higher risk employees or employees with greater participation. The program effect on costs was estimated using a generalized linear model with a log-link function using a difference-in-difference framework with a propensity score matched sample of employees using claims and program data from a large US firm from 2003 to 2011. The program targeting higher risk employees did not yield cost savings. Employees participating in five or more sessions aimed at encouraging more healthful living had about $20 lower per member per month costs relative to matched comparisons (P = 0.002). Our results add to the growing evidence base that workplace wellness programs aimed at primary prevention do not reduce health care cost, with the exception of those employees who choose to participate more actively.

Communicating with the Workforce During Emergencies: Developing an Employee Text Messaging Program in a Local Public Health Setting

PubMed Central

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. PMID:25355976

14 CFR 120.115 - Employee Assistance Program (EAP).

Code of Federal Regulations, 2014 CFR

2014-01-01

... (CONTINUED) AIR CARRIERS AND OPERATORS FOR COMPENSATION OR HIRE: CERTIFICATION AND OPERATIONS DRUG AND ALCOHOL TESTING PROGRAM Drug Testing Program Requirements § 120.115 Employee Assistance Program (EAP). (a... the employee and supervisor EAP training in the employer's drug testing program. [Doc. No. FAA-2008...

The Association Between Health Program Participation and Employee Retention.

PubMed

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.

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

ERIC Educational Resources Information Center

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)

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

DTIC Science & Technology

1992-07-01

Accident Program A combined union/management/ employee program whereby departmental committees work to design health and safety initiatives to attempt to...STANDARDS DING ENGINEERING ATION Survey of Programs Designed To Improve Employee Morale In Seven Major American Shipyards UNITED STATES NAVY David Taylor...4. TITLE AND SUBTITLE Survey of Programs Designed to Improve Employee Morale in Seven Major American Shipyards 5a. CONTRACT NUMBER 5b. GRANT

Compendium of Programs to Assist the Transition

DTIC Science & Technology

1993-02-01

Program Description The Interagency Placement Assistance Program (IPAP) offices maintain computerized listings of data on employees faced with...possible reduction in force (RIF) separations. Program Objective To provide placement assistance to employees faced with possible RIF separations by making... employees . 23 2/93 TRANSITION ASSISTANCE PROGRAM Short Name of Program TAP Program Description Begun in 1991, TAP is a joint program of

Integrating Learner-Driven and Organization-Driven Agendas: A Workplace Study.

ERIC Educational Resources Information Center

Lessard, Richard

For the past 4 years, Alpena Community College (ACC) in Michigan has been involved in the Workplace Partnership Project (WPP), a federally funded program which brings basic skills classes into the worksite to help upgrade employees' math, reading, writing, problem-solving, and science knowledge. The college works with partner companies to help…

78 FR 14217 - Control of Alcohol and Drug Use: Addition of Post-Accident Toxicological Testing for Non...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-03-05

... (post-accident testing) program to test railroad employees who had been involved in serious train... clear that FRA intends to keep the post-accident test results for these non-controlled substances... post-accident tests for alcohol and for certain drugs classified by the Drug Enforcement Administration...

Bases for Vocational Education for Food Service Industry Employees.

ERIC Educational Resources Information Center

Iowa State Univ. of Science and Technology, Ames.

As a preliminary step in establishing bases for food service training programs, data were collected from a sample of institutions including 4,496 restaurants, 158 hospitals, 436 nursing homes, and 343 custodial homes. A second phase involved developing inventories of attitudes toward food service employment and administering them to high school…

In-House Career Coaching: An International Partnership

ERIC Educational Resources Information Center

McDermott, Debra; Neault, Roberta A.

2011-01-01

This article describes a project in the United Arab Emirates (UAE) to develop an in-house career coaching program to support and develop young employees recruited on an affirmative action initiative. The project involved the international partnership of a financial services organization in the UAE and a training provider in Canada to train human…

Extension Agents' Perceptions of a Blended Approach to Onboarding

ERIC Educational Resources Information Center

Harder, Amy; Zelaya, Priscilla; Roberts, T. Grady

2016-01-01

Extension organizations are challenged to provide onboarding to new employees that is comprehensive and high quality, yet cost-effective. The purpose of this study was to explore Extension agents' perceptions of participating in an onboarding program that used a blended approach involving face-to-face and online learning components. The objectives…

Project EXCEL: Sheraton Palace Hotel, Laundry Department. A Beginning Laundry Curriculum.

ERIC Educational Resources Information Center

Career Resources Development Center, Inc., San Francisco, CA.

Project EXCEL is a federally-funded workplace literacy program involving hotel enterprises in the San Francisco (California) Bay area. Its focus is on identification and instruction of literacy skills essential to job success for limited-English-proficient (LEP) workers. Training is intended to enable employees to understand written work orders,…

Project EXCEL: Sheraton Wharf, Room Service Department. English Communication, Module 1.

ERIC Educational Resources Information Center

Career Resources Development Center, Inc., San Francisco, CA.

Project EXCEL is a federally-funded workplace literacy program involving hotel enterprises in the San Francisco (California) Bay area. Its focus is on identification and instruction of literacy skills essential to job success for limited-English-proficient (LEP) workers. Training is intended to enable employees to understand written work orders,…

Project EXCEL: Westin St. Francis, Housekeeping Department. English Communication, Module 1.

ERIC Educational Resources Information Center

Career Resources Development Center, Inc., San Francisco, CA.

Project EXCEL is a federally-funded workplace literacy program involving hotel enterprises in the San Francisco (California) Bay area. Its focus is on identification and instruction of literacy skills essential to job success for limited-English-proficient (LEP) workers. Training is intended to enable employees to understand written work orders,…

Project EXCEL: Westin St. Francis, Stewarding Department. English Communication, Module 1.

ERIC Educational Resources Information Center

Career Resources Development Center, Inc., San Francisco, CA.

Project EXCEL is a federally-funded workplace literacy program involving hotel enterprises in the San Francisco (California) Bay area. Its focus is on identification and instruction of literacy skills essential to job success for limited-English-proficient (LEP) workers. Training is intended to enable employees to understand written work orders,…

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

PubMed

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.

Incorporating Health Education into Employee Assistance Programs.

ERIC Educational Resources Information Center

Miller, Richard E.

1985-01-01

Methods of aligning health education with the goals and functions of employee assistance programs are discussed. The role of the health educator in developing these programs is explained in a description of employee assistance program service standards and specific sub-tasks. (DF)

Restructuring Military Medical Care

DTIC Science & Technology

1995-07-01

providers, perhaps under an approach such as the Federal Employees Health Benefits (FEHB) program , discussed later in this chapter. Effects on DoD’s...CARE July 1995 Military Family Association, would give beneficiaries access to care through the Federal Employees Health Benefits program as well as...enrollment levels and BOX 6. THE FEDERAL EMPLOYEES HEALTH BENEFITS PROGRAM The Federal Employees Health Benefits (FEHB) program is the source of health

Differences in Sociocognitive Beliefs between Involved and Noninvolved Employees during the Implementation of an Electronic Health Record System.

PubMed

Stanczyk, Nicola Esther; Crutzen, Rik; Sewuster, Nikki; Schotanus, Elwin; Mulders, Merijn; Cremers, Henricus Paul

2017-01-01

Electronic health records (EHRs) can improve quality and efficiency in patient care. However, the intention to work with such a new system is often relatively low among employees because the work processes of the healthcare organization may change. Involving employees in an EHR implementation may increase their beliefs and perceived capabilities concerning the new system. The current study aimed to assess the role of involvement and its effects on sociocognitive beliefs regarding the implementation of a new EHR system. The study was performed in June 2015 among all eligible employees of a hospital in the Netherlands. Both involved and noninvolved employees were invited to complete a paper-based questionnaire concerning their sociocognitive beliefs (i.e., attitude, social influence, self-efficacy, and intention) related to the EHR implementation. Independent sample t-tests were used to assess potential differences in sociocognitive beliefs between employees who were involved in the implementation process and those who were not. Effect sizes (Cohen's d ) were calculated to indicate the standardized difference between the means. A total of 359 participants completed the paper-based questionnaire and were included in the analyses. Involved employees ( n = 94) reported significantly higher levels of attitude ( p < .001, d = .62), perceived self-efficacy ( p = .01, d = .31), social support ( p < .001, d = .68), and a higher intention to work with the new EHR system ( p < .001, d = .60), compared with the group of employees who were not involved in the implementation process ( n = 265). Involving employees during an EHR implementation appears to enhance employees' sociocognitive beliefs and increases their intention to work with the new system.

10 CFR 26.35 - Employee assistance programs.

Code of Federal Regulations, 2013 CFR

2013-01-01

... 10 Energy 1 2013-01-01 2013-01-01 false Employee assistance programs. 26.35 Section 26.35 Energy NUCLEAR REGULATORY COMMISSION FITNESS FOR DUTY PROGRAMS Program Elements § 26.35 Employee assistance programs. (a) Each licensee and other entity who is subject to this part shall maintain an EAP to...

10 CFR 26.35 - Employee assistance programs.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 10 Energy 1 2014-01-01 2014-01-01 false Employee assistance programs. 26.35 Section 26.35 Energy NUCLEAR REGULATORY COMMISSION FITNESS FOR DUTY PROGRAMS Program Elements § 26.35 Employee assistance programs. (a) Each licensee and other entity who is subject to this part shall maintain an EAP to...

10 CFR 26.35 - Employee assistance programs.

Code of Federal Regulations, 2012 CFR

2012-01-01

... 10 Energy 1 2012-01-01 2012-01-01 false Employee assistance programs. 26.35 Section 26.35 Energy NUCLEAR REGULATORY COMMISSION FITNESS FOR DUTY PROGRAMS Program Elements § 26.35 Employee assistance programs. (a) Each licensee and other entity who is subject to this part shall maintain an EAP to...

10 CFR 26.35 - Employee assistance programs.

Code of Federal Regulations, 2010 CFR

2010-01-01

... 10 Energy 1 2010-01-01 2010-01-01 false Employee assistance programs. 26.35 Section 26.35 Energy NUCLEAR REGULATORY COMMISSION FITNESS FOR DUTY PROGRAMS Program Elements § 26.35 Employee assistance programs. (a) Each licensee and other entity who is subject to this part shall maintain an EAP to...

10 CFR 26.35 - Employee assistance programs.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 10 Energy 1 2011-01-01 2011-01-01 false Employee assistance programs. 26.35 Section 26.35 Energy NUCLEAR REGULATORY COMMISSION FITNESS FOR DUTY PROGRAMS Program Elements § 26.35 Employee assistance programs. (a) Each licensee and other entity who is subject to this part shall maintain an EAP to...

Analysis of Co-Worker Involvement in Relation to Level of Disability versus Placement Approach among Supported Employees.

ERIC Educational Resources Information Center

Rusch, Frank R.; And Others

1990-01-01

A study of co-worker involvement among 264 supported employees found that, of 7 types of involvement, "associating" occurred most often, followed by "evaluating" and "training." Employees in mobile work crews experienced less co-worker involvement than those employed in clustered or individual placements, and more…

Lockheed's Employee Recreation Program.

ERIC Educational Resources Information Center

Coffey, Steve

1984-01-01

The Lockheed Employee Recreation Association uses company and community facilities to offer a variety of programs to Lockheed employees and their families. Several of the recreation programs and how they were implemented are described. (DF)

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

PubMed

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.

Contributions of participatory ergonomics to the improvement of safety culture in an industrial context.

PubMed

Lallemand, Carine

2012-01-01

This paper presents the results of an ergonomic intervention conducted within a blast furnace plant. As part of its risk prevention program, the company decided to set up an action plan, in a participatory manner, by setting up working groups to solve health & safety issues. This field mission involved 230 employees, 80 of whom participated actively by being incorporated into working groups. After four months of intervention, a questionnaire survey has been conducted among employees to study the effects of participation on the safety climate. The results seem promising and show that the benefits of participation are numerous: a more positive safety climate associated to safer attitudes and behaviors. However, rather than just participation, it seems to be the employee involvement in the working groups and the satisfaction they derive from their participation that guarantee these positive results. Hence, participatory ergonomics seems to be an effective way to decrease the number of unsafe behaviors at work, provided that the type of participation has been previously well defined and organized according to the specific context of each organization.

76 FR 30695 - Energy Employees Occupational Illness Compensation Program Act of 2000; Revision to the List of...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-05-26

... DEPARTMENT OF ENERGY Energy Employees Occupational Illness Compensation Program Act of 2000... publishes or revises a list of facilities covered under the Energy Employees Occupational Illness... establishes a program to provide compensation to certain employees who develop illnesses as a result of their...

78 FR 9678 - Energy Employees Occupational Illness Compensation Program Act of 2000; Revision to the List of...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-02-11

... DEPARTMENT OF ENERGY Energy Employees Occupational Illness Compensation Program Act of 2000... publishes revisions to its list of facilities covered under the Energy Employees Occupational Illness... establishes a program to provide compensation to certain employees who develop illnesses as a result of their...

20 CFR 30.100 - In general, how does an employee file an initial claim for benefits?

Code of Federal Regulations, 2013 CFR

2013-04-01

... PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS... employee may not want to claim for an occupational illness or a covered illness for which a payment has...

Employee Wellness: A Cost-Saving Approach.

ERIC Educational Resources Information Center

Friedman, Glenn

1987-01-01

Employee ill health causes high health costs. Employee "wellness" programs are instrumental in helping control rising health costs. Presents discussion on how to develop effective wellness programs and their benefits. Includes an employee survey. (MD)

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

PubMed

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.

Development of an Environmental Monitoring Program. Volume 1. Marine Hazardous Chemical Worker.

DTIC Science & Technology

1985-10-01

policy that prohibits its employees from entering cargo tanks for any reason. Therefore, the two scenarios selected for the field test, involve activities...a respiratory protection program that is in compliance with OSHA 1910.134 will have to enforce a "clean shaven" policy for tankermen who wear...ben- zene loading, did not enforce their safety policy requiring respiratory protection on a ,, SIl 23 barge tankerman working on the barge. This

76 FR 70510 - Federal Employees' Group Life Insurance Program: New Federal Employees' Group Life Insurance...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-11-14

... OFFICE OF PERSONNEL MANAGEMENT Federal Employees' Group Life Insurance Program: New Federal Employees' Group Life Insurance (FEGLI) Premiums AGENCY: Office of Personnel Management. ACTION: Notice... [[Page 70511

Improving employee productivity through improved health.

PubMed

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.

20 CFR 30.619 - Do all the parties to this type of tort suit have to take these actions?

Code of Federal Regulations, 2010 CFR

2010-04-01

... PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS... employee and his or her spouse, with the covered Part B employee claiming for chronic beryllium disease and...

Community College Employee Wellness Programs

ERIC Educational Resources Information Center

Thornton, L. Jay; Johnson, Sharon

2010-01-01

This paper describes the prevalence and characteristics of employee wellness programs in public community colleges accredited by the Southern Association of Colleges and Schools (SACS). A random sample of 250 public community colleges accredited by SACS was mailed a 46-item employee-wellness program survey. The survey solicited program information…

78 FR 29778 - Agency Information Collection Activities; Submission for OMB Review; Comment Request; Prohibited...

Federal Register 2010, 2011, 2012, 2013, 2014

2013-05-21

... Financing Arrangements Involving Employee Benefit Plans ACTION: Notice. SUMMARY: The Department of Labor... Financing Arrangements Involving Employee Benefit Plans,'' to the Office of Management and Budget (OMB) for... applicable to residential mortgage financing arrangements involving employee benefit plans (PTE 88-59...

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

PubMed

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.

Employee Drug Testing. A Single Agency is Needed to Manage Federal Employee Drug Testing

DTIC Science & Technology

1991-02-19

The executive order requires the head of each executive agency to establish a program to test employees in sensitive positions for the use of illegal...that although several agencies were responsible for helping to design employee drug testing programs , there is no federal agency responsible for... EMPLOYEES ARE NOT BEING TREATED EQUITABLY Because the head of each agency is responsible for implementing a drug testing program , the extent to which

How the medical practice employee can get more from continuing education programs.

PubMed

Hills, Laura Sachs

2007-01-01

Continuing education can be a win-win situation for the medical practice employee and for the practice. However, in order education programs must become informed consumers of such programs. They must know how to select the right educational programs for their needs and maximize their own participation. Employees who attend continuing education programs without preparation may not get the full benefit from their experiences. This article suggests benchmarks to help determine whether a continuing education program is worthwhile and offers advice for calculating the actual cost of any continuing education program. It provides a how-to checklist for medical practice employees so they know how to get the most out of their continuing education experience before, during, and after the program. This article also suggests using a study partner system to double educational efforts among employees and offers 10 practical tips for taking and using notes at a continuing education program. Finally, this article outlines the benefits of becoming a regular student and offers three practical tips for maximizing the employee's exhibit hall experience.

Creating a Healthier Work Environment.

ERIC Educational Resources Information Center

Hyde, William H.; Guthrie, Stephen H.

1993-01-01

A series of benefit programs for school personnel in a Maryland county includes a smoke-free workplace, an employee wellness program, and an employee assistance program. The county has been able to correlate a dramatic decrease in the cost of health insurance for employees with the activities of these programs. (MLF)

Employee Development Programs: A Lateral Look at Workplace Learning.

ERIC Educational Resources Information Center

McKenzie, Ann; Hodge, Robyn

1999-01-01

Employee development programs (EDPs) are workplace adult education programs which focus on encouraging personal growth and improving confidence and self-esteem through the provision of leisure-based programs. EDPs are determined by employee needs, offered free of charge, and conducted outside working hours. EDPs were first implemented in the…

Laying the cornerstone: an employee-driven customer service program.

PubMed

Davis, Stephen M; Chinnis, Ann S; Dunmire, J Erin

2006-01-01

In the 21st-century healthcare environment, customer service remains critical to the fiscal viability of healthcare organizations. Continued competition for patients and diminishing reimbursements have necessitated the establishment of customer service programs to attract patients and retain outstanding employees. These programs should increase quality experiences for both internal customers (employees) and external customers (patients). This article describes a unique employee-driven customer service initiative titled Serving Together Achieving Results. Obstacles to implementing a customer service program in a multifaceted academic setting are highlighted, and the use of a novel tool, Q technique, to prioritize employee feedback is discussed.

Differences in Sociocognitive Beliefs between Involved and Noninvolved Employees during the Implementation of an Electronic Health Record System

PubMed Central

Stanczyk, Nicola Esther; Crutzen, Rik; Sewuster, Nikki; Schotanus, Elwin; Mulders, Merijn; Cremers, Henricus Paul

2017-01-01

Background Electronic health records (EHRs) can improve quality and efficiency in patient care. However, the intention to work with such a new system is often relatively low among employees because the work processes of the healthcare organization may change. Involving employees in an EHR implementation may increase their beliefs and perceived capabilities concerning the new system. The current study aimed to assess the role of involvement and its effects on sociocognitive beliefs regarding the implementation of a new EHR system. Methods The study was performed in June 2015 among all eligible employees of a hospital in the Netherlands. Both involved and noninvolved employees were invited to complete a paper-based questionnaire concerning their sociocognitive beliefs (i.e., attitude, social influence, self-efficacy, and intention) related to the EHR implementation. Independent sample t-tests were used to assess potential differences in sociocognitive beliefs between employees who were involved in the implementation process and those who were not. Effect sizes (Cohen's d) were calculated to indicate the standardized difference between the means. Results A total of 359 participants completed the paper-based questionnaire and were included in the analyses. Involved employees (n = 94) reported significantly higher levels of attitude (p < .001, d = .62), perceived self-efficacy (p = .01, d = .31), social support (p < .001, d = .68), and a higher intention to work with the new EHR system (p < .001, d = .60), compared with the group of employees who were not involved in the implementation process (n = 265). Conclusion Involving employees during an EHR implementation appears to enhance employees’ sociocognitive beliefs and increases their intention to work with the new system. PMID:28566986

Improving Access to America's Great Outdoors Through Partnerships and Volunteers: A Call for Involvement

Treesearch

Kenneth J. Kunert

1992-01-01

Significant improvements can be achieved with a minimal amount of funding. The holistic approach used by the Los Padres National Forest to improve the opportunities of persons with disabilities is described. Participation by management and employees in a diverse program of attitudinal training, employment practices, public service, and construction projects has been...

Effective Decision Making: Developing Ownership for Improved School Culture.

ERIC Educational Resources Information Center

Herman, Jerry J.; Herman, Janice L.

This book discusses ways to involve students, employees, programs, and activities in school decisions. The book stresses the belief that decisions made by a group of stakeholders are more efficacious than are solitary decisions. Each of the eight chapters addresses a specific topic, and each ends with a summary and a list of exercises. Chapter 1…

Implementation of Total Employee Involvement as Part of a Continuous Improvement Program at a Fortune 500 Company

ERIC Educational Resources Information Center

Carlson, Kathy Lynn

2012-01-01

Over the last several decades, Continuous Improvement (CI) type initiatives have been implemented in companies across the United States to improve quality, reduce process variation, eliminate waste and ultimately reduce costs. Approximately five years ago, one particular Fortune 500 company implemented CI in its manufacturing facilities. A key…

Project EXCEL: Holiday Inn at Union Square, Housekeeping Department. Safety and Security, Module 2.

ERIC Educational Resources Information Center

Career Resources Development Center, Inc., San Francisco, CA.

Project EXCEL is a federally-funded workplace literacy program involving hotel enterprises in the San Francisco (California) Bay area. Its focus is on identification and instruction of literacy skills essential to job success for limited-English-proficient (LEP) workers. Training is intended to enable employees to understand written work orders,…

Project EXCEL: San Francisco Hilton and Towers, Stewarding Department. English Communication, Module 1.

ERIC Educational Resources Information Center

Career Resources Development Center, Inc., San Francisco, CA.

Project EXCEL is a federally-funded workplace literacy program involving hotel enterprises in the San Francisco (California) Bay area. Its focus is on identification and instruction of literacy skills essential to job success for limited-English-proficient (LEP) workers. Training is intended to enable employees to understand written work orders,…

Project EXCEL: Holiday Inn at Fisherman's Wharf, Housekeeping Department: Improving Customer Service, Module 3.

ERIC Educational Resources Information Center

Career Resources Development Center, Inc., San Francisco, CA.

Project EXCEL is a federally-funded workplace literacy program involving hotel enterprises in the San Francisco (California) Bay area. Its focus is on identification and instruction of literacy skills essential to job success for limited-English-proficient (LEP) workers. Training is intended to enable employees to understand written work orders,…

Project EXCEL: Holiday--Union Square, Housekeeping Department. English for Room Cleaners, Module 1.

ERIC Educational Resources Information Center

Career Resources Development Center, Inc., San Francisco, CA.

Project EXCEL is a federally-funded workplace literacy program involving hotel enterprises in the San Francisco (California) Bay area. Its focus is on identification and instruction of literacy skills essential to job success for limited-English-proficient (LEP) workers. Training is intended to enable employees to understand written work orders,…

76 FR 17762 - Regulations Governing the Performance of Actuarial Services Under the Employee Retirement Income...

Federal Register 2010, 2011, 2012, 2013, 2014

2011-03-31

... following as may be appropriate in the particular case: (1) Normal cost; (2) accrued liability; (3) payment... Joint Board will address on a case-by-case basis situations involving the inability of the Executive..., communication skills, and business and general tax law. 3. Qualifying Program Requirement These regulations do...

9 CFR 317.1 - Labels required; supervision by Program employee.

Code of Federal Regulations, 2011 CFR

2011-01-01

... 9 Animals and Animal Products 2 2011-01-01 2011-01-01 false Labels required; supervision by... Labels required; supervision by Program employee. (a) When, in an official establishment, any inspected... supervision of a Program employee. ...

9 CFR 317.1 - Labels required; supervision by Program employee.

Code of Federal Regulations, 2014 CFR

2014-01-01

... 9 Animals and Animal Products 2 2014-01-01 2014-01-01 false Labels required; supervision by... Labels required; supervision by Program employee. (a) When, in an official establishment, any inspected... supervision of a Program employee. ...

IRQN award paper: Operational rounds: a practical administrative process to improve safety and clinical services in radiology.

PubMed

Donnelly, Lane F; Dickerson, Julie M; Lehkamp, Todd W; Gessner, Kevin E; Moskovitz, Jay; Hutchinson, Sally

2008-11-01

As part of a patient safety program in the authors' department of radiology, operational rounds have been instituted. This process consists of radiology leaders' visiting imaging divisions at the site of imaging and discussing frontline employees' concerns about patient safety, the quality of care, and patient and family satisfaction. Operational rounds are executed at a time to optimize the number of attendees. Minutes that describe the issues identified, persons responsible for improvement, and updated improvement plan status are available to employees online. Via this process, multiple patient safety and other issues have been identified and remedied. The authors believe that the process has improved patient safety, the quality of care, and the efficiency of operations. Since the inception of the safety program, the mean number of days between serious safety events involving radiology has doubled. The authors review the background around such walk rounds, describe their particular program, and give multiple illustrative examples of issues identified and improvement plans put in place.

Organizational Hierarchy, Employee Status, and Use of Employee Assistance Programs.

ERIC Educational Resources Information Center

Gerstein, Lawrence; And Others

1993-01-01

Examined role of organizational hierarchy and staff status in number of Employee Assistance Program (EAP) referrals made by potential helpers and relationship of these variables to personal EAP use among 157 supervisors and 232 employees. Supervisors suggested more EAP referrals than did employees. Middle level staff received EAP services more…

22 CFR 64.8 - Obligation of employee to advise agency.

Code of Federal Regulations, 2010 CFR

2010-04-01

... EMPLOYEES IN CULTURAL EXCHANGE PROGRAMS OF FOREIGN COUNTRIES § 64.8 Obligation of employee to advise agency. Any Federal employee receiving any offer of a grant or other assistance under a cultural exchange program approved by the Secretary of State shall advise the employee's agency of such offer and shall not...

Employee Attitudes toward an Internal Employee Assistance Program.

ERIC Educational Resources Information Center

Harlow, Kirk C.

1998-01-01

Surveys employees (N=16,603) who had used a large multinational company's employee assistance program (EAP), adult dependents who had used the EAP, employees who had not used the EAP, and adult dependents who had not used the EAP. Findings indicate that EAP users viewed the EAP more positively than nonusers. (Author/MKA)

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

ERIC Educational Resources Information Center

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…

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

Code of Federal Regulations, 2010 CFR

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...

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

PubMed Central

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

1996-01-01

OBJECTIVES: 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. METHODS: 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%. RESULTS: 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. CONCLUSIONS: 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. PMID:8659653

Engagement in health and wellness: An online incentive-based program.

PubMed

Gibson, Teresa B; Maclean, J Ross; Carls, Ginger S; Moore, Brian J; Ehrlich, Emily D; Fener, Victoria; Goldberg, Jordan; Mechanic, Elaine; Baigel, Colin

2017-09-01

Increasingly, corporate health promotion programs are implementing wellness programs integrating principles of behavioral economics. Employees of a large firm were provided a customized online incentive program to design their own commitments to meet health goals. This study examines patterns of program participation and engagement in health promotion activities. Subjects were US-based employees of a large, nondurable goods manufacturing firm who were enrolled in corporate health benefits in 2010 and 2011. We assessed measures of engagement with the workplace health promotion program (e.g., incentive points earned, weight loss). To further examine behaviors indicating engagement in health promotion activities, we constructed an aggregate, employee-level engagement index. Regression models were employed to assess the association between employee characteristics and the engagement index, and the engagement index and spending. 4220 employees utilized the online program and made 25,716 commitments. Male employees age 18-34 had the highest level of engagement, and male employees age 55-64 had the lowest level of engagement overall. Prior year health status and prior year spending did not show a significant association with the level of engagement with the program ( p  > 0.05). Flexible, incentive-based behavioral health and lifestyle programs may reach the broader workforce including those with chronic conditions and higher levels of health spending.

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

PubMed

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.

Loss control and its place in the insurance industry.

PubMed

Kelly, A B

1986-08-01

The historical development of the insurance industry's role in efforts to prevent industrial accidents and occupational disease will be discussed. The various approaches that have evolved include fire insurance, casuality insurance, and compensation for occupational diseases. The basic approach used in insurance programs involved with occupational disease is to identify the toxic material to which employees are exposed, recommend engineering controls to reduce the exposure, and suggest a medical surveillance program. The insurance industry's efforts in industrial hygiene are also described.

An Onboarding Program for the CT Department.

PubMed

Baldwin, Brandi

2016-01-01

Healthcare organizations compete for employees in the same way television networks compete for new talent. Organizations also compete over experience, knowledge, and skills new employees bring with them. Organizations that can acclimate a new employee into the social and performance aspects of a new job the quickest create a substantial competitive advantage. Onboarding is the term used for orientation or organizational socialization where new employees acquire the necessary knowledge, skills, and behaviors to fit in with a new company. Computed tomography (CT) department specific onboarding programs increase the comfort level of new employees by informing them of the supervisor's and the department's expectations. Although this article discusses CT, specifically, an onboarding program could apply to all of imaging. With the high costs that employee turnover incurs, all departments should have an orientation program that helps retain employees as well as prepare new employees for employment. Current personnel are valuable resources for offering appropriate information for successful employment in specific departments. A structured, department specific onboarding program with the full participation and support of current staff will enhance staff retention.

5 CFR 890.601 - Coverage.

Code of Federal Regulations, 2010 CFR

2010-01-01

... Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) FEDERAL EMPLOYEES HEALTH BENEFITS PROGRAM Transfers From Retired Federal Employees Health Benefits Program § 890.601... is eligible to enroll, under the Retired Federal Employees Health Benefits Program (part 891 of this...

5 CFR 890.601 - Coverage.

Code of Federal Regulations, 2014 CFR

2014-01-01

... Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) FEDERAL EMPLOYEES HEALTH BENEFITS PROGRAM Transfers From Retired Federal Employees Health Benefits Program § 890.601... is eligible to enroll, under the Retired Federal Employees Health Benefits Program (part 891 of this...

5 CFR 890.601 - Coverage.

Code of Federal Regulations, 2013 CFR

2013-01-01

... Administrative Personnel OFFICE OF PERSONNEL MANAGEMENT (CONTINUED) CIVIL SERVICE REGULATIONS (CONTINUED) FEDERAL EMPLOYEES HEALTH BENEFITS PROGRAM Transfers From Retired Federal Employees Health Benefits Program § 890.601... is eligible to enroll, under the Retired Federal Employees Health Benefits Program (part 891 of this...

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

PubMed

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.

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

Code of Federal Regulations, 2010 CFR

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Employee assistance, education, and training. 707.6....6 Employee assistance, education, and training. Contractor programs shall include the following or appropriate alternatives: (a) Employee assistance programs emphasizing preventive services, education, short...

5 CFR 792.101 - Statutory requirements.

Code of Federal Regulations, 2014 CFR

2014-01-01

... (CONTINUED) FEDERAL EMPLOYEES' HEALTH, COUNSELING, AND WORK/LIFE PROGRAMS Alcoholism and Drug Abuse Programs... for Federal civilian employees with alcohol and drug abuse problems. To the extent feasible, agencies... alcohol and/or drug abusing employees and to employees who have family members (including domestic...

5 CFR 792.101 - Statutory requirements.

Code of Federal Regulations, 2013 CFR

2013-01-01

... (CONTINUED) FEDERAL EMPLOYEES' HEALTH, COUNSELING, AND WORK/LIFE PROGRAMS Alcoholism and Drug Abuse Programs... for Federal civilian employees with alcohol and drug abuse problems. To the extent feasible, agencies... alcohol and/or drug abusing employees and to employees who have family members (including domestic...

An Investigation of Employee Involvement Schemes and Governance Structures in Professional Employment.

ERIC Educational Resources Information Center

Douglas, Joel M.

1995-01-01

Employee Involvement Schemes (EIS) are modeled after Western European worker participation models. These are grounded in collaborative labor relations and encourage employees to participate in work place decision-making. If employees, as the term is defined in the National Labor Relations Act, take part in EIS decision-making processes, they may…

Private sector joins family planning effort.

PubMed

1989-12-01

Projects supported by the Directorate for Population (S&T/POP) of the U.S. Agency for International Development and aimed at increasing for-profit private sector involvement in providing family planning services and products are described. Making products commercially available through social-marketing partnerships with the commercial sector, USAID has saved $1.1 million in commodity costs from Brazil, Dominican Republic, Ecuador, Indonesia, and Peru. Active private sector involvement benefits companies, consumers, and donors through increased corporate profits, healthier employees, improved consumer access at lower cost, and the possibility of sustained family planning programs. Moreover, private, for-profit companies will be able to meet service demands over the next 20 years where traditional government and donor agency sources would fail. Using employee surveys and cost-benefit analyses to demonstrate expected financial and health benefits for businesses and work forces, S&T/POP's Technical Information on Population for the Private Sector (TIPPS) project encourages private companies in developing countries to invest in family planning and maternal/child health care for their employees. 36 companies in 9 countries have responded thus far, which examples provided from Peru and Zimbabwe. The Enterprise program's objectives are also to increase the involvement of for-profit companies in delivering family planning services, and to improve the efficiency and effectiveness of private volunteer organizations in providing services. Projects have been started with mines, factories, banks, insurance companies, and parastatals in 27 countries, with examples cited from Ghana and Indonesia. Finally, the Social Marketing for Change project (SOMARC) builds demand and distributes low-cost contraceptives through commercial channels especially to low-income audiences. Partnerships have been initiated with the private sector in 17 developing countries, with examples provided from the Dominican Republic, Liberia and Ecuador. These projects have increased private sector involvement in family planning, thereby promoting service expansion at lower public sector cost.

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

ERIC Educational Resources Information Center

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)

Verification of Employment (VOE)

Science.gov Websites

Science Programs Applied Energy Programs Civilian Nuclear Energy Programs Laboratory Directed Research Service Academies Research Associates (SARA) Postdocs, Students Employee, Retiree Resources Benefits New employees need to show a photo ID. Employee, Retiree Resources Benefits Plan Reports & Notices

14 CFR 120.215 - Covered employees.

Code of Federal Regulations, 2013 CFR

2013-01-01

... AND OPERATORS FOR COMPENSATION OR HIRE: CERTIFICATION AND OPERATIONS DRUG AND ALCOHOL TESTING PROGRAM Alcohol Testing Program Requirements § 120.215 Covered employees. (a) Each employee, including any... in this subpart must be subject to alcohol testing under an alcohol testing program implemented in...

14 CFR 120.215 - Covered employees.

Code of Federal Regulations, 2014 CFR

2014-01-01

... AND OPERATORS FOR COMPENSATION OR HIRE: CERTIFICATION AND OPERATIONS DRUG AND ALCOHOL TESTING PROGRAM Alcohol Testing Program Requirements § 120.215 Covered employees. (a) Each employee, including any... in this subpart must be subject to alcohol testing under an alcohol testing program implemented in...

14 CFR 120.215 - Covered employees.

Code of Federal Regulations, 2012 CFR

2012-01-01

... AND OPERATORS FOR COMPENSATION OR HIRE: CERTIFICATION AND OPERATIONS DRUG AND ALCOHOL TESTING PROGRAM Alcohol Testing Program Requirements § 120.215 Covered employees. (a) Each employee, including any... in this subpart must be subject to alcohol testing under an alcohol testing program implemented in...

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

PubMed

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, p<0.001), blood pressure check (OR=2.46, 95% CI=2.17, 2.78, p<0.001), diabetes check (OR=1.30, 95% CI=1.12, 1.50, p<0.001), cholesterol check (OR=1.48, 95% CI=1.33, 1.67, p<0.001), and mammogram (OR=1.57, 95% CI=1.24, 1.98, p<0.001). However, there was no significant difference between access to employee 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 <50 employees. Copyright © 2017 American Journal of Preventive Medicine. Published by Elsevier Inc. All rights reserved.

Federal employees health benefits program modification of eligibility to certain employees on temporary appointments and certain employees on seasonal and intermittent schedules. Final rule.

PubMed

2014-10-17

The United States Office of Personnel Management (OPM) is issuing a final rule to modify eligibility for enrollment under the Federal Employees Health Benefits (FEHB) Program to certain temporary, seasonal, and intermittent employees who are identified as full-time employees. This final rule follows a notice of proposed rulemaking published July 29, 2014. This regulation will allow newly eligible Federal employees to enroll no later than January 2015.

Wellness in Small Businesses. WBGH Worksite Wellness Series.

ERIC Educational Resources Information Center

Behrens, Ruth A.

Increasing numbers of small businesses are providing wellness activities for their employees. By instituting wellness programs, small businesses can improve employee morale, engender a commitment from employees, enhance the feeling of "family" among employees, improve worker productivity, and contain health care costs. Wellness programs are…

29 CFR 1405.11 - Effect on employee benefits.

Code of Federal Regulations, 2010 CFR

2010-07-01

... Regulations Relating to Labor (Continued) FEDERAL MEDIATION AND CONCILIATION SERVICE PART-TIME EMPLOYMENT Part-time Employment Program § 1405.11 Effect on employee benefits. Career part-time employees are entitled... Programs. The Government contribution for health insurance of eligible part-time employees will be prorated...

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

PubMed

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 < 0.01). There was also a 10% to 13% cost reduction (P < 0.05) during the second and third years of the program. The cumulative return on investment was approximately 1.6. Health plan-driven employee health and wellness programs similarly designed as MyHealth Rewards can potentially have a desirable impact on employee health and cost.

Weight Loss Associated With Employee Income in an Incentivized Employee Wellness Program.

PubMed

Fink, Jennifer T; Rich, Jennifer; Smith, David R; Singh, Maharaj; Sutton, Kelly; Mueller, George; Ihrke, Doug M; Skalla, Jessica L; Cisler, Ron A

2016-12-01

We examined the relationship between the type of incentivized wellness program and employee weight loss and the effects of participant income. We retrospectively examined employees who participated in one of six weight loss wellness programs, which were categorized for the present analysis: reweigh/body mass index, Coaching, and Weight Watchers/Meal Replacement. Those who participated were eligible for a $350/year insurance premium discount. Employees in the low-income category of $45K or less participated at a higher rate, however, did not lose as much weight as those participants in the higher income categories of $70K or more. We found a positive association with weight loss in two of the categories, reweigh/body mass index, and Weight Watchers/Meal Replacement programs. Wellness programs have a significant impact on employee weight loss, but this relationship may vary across the income level of participants.

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

ERIC Educational Resources Information Center

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)

Evaluation of a Worksite Diabetes Education Program at a Large Urban Medical Center.

PubMed

Renda, Susan; Baernholdt, Marianne; Becker, Kathleen

2016-01-01

Evidence suggests that diabetes education can be delivered at the worksite to better support employees' diabetes self-management and improve productivity and health care costs. This study was conducted to address the feasibility of a diabetes worksite education program for employees at a large urban academic health care institution. The diabetes education program was delivered in the diabetes center at the institution, a resource that was previously underutilized by employees. Through collaboration with groups in the institution, 20 employees of diverse ethnicity participated in the worksite diabetes education program with positive outcomes: improved glycemic control measured (HbA1c), attainment of self-management goals, and satisfaction with the program. Work absences trended downward, but numbers of hospitalizations and emergency department visits were unchanged in the 3 months following education. Recommendations include replication of the study with more employee participation and program evaluation over a longer period of time to continue assessment of employees' educational needs. © 2015 The Author(s).

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

PubMed

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.

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

PubMed

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.

Workplace violence: protecting your practice from an epidemic.

PubMed

Calway, R C

2001-01-01

Workplace violence, in the form of verbal threats and/or intimidation and physical aggression, is commonplace in medical practices today. The practice must be prepared to respond to this disaster in the same manner with which they prepare for responses to a medical emergency, fire, or loss of electricity. The risks and liabilities of failing to build a robust program include low staff morale and productivity, employee injury, lost work time, regulatory fines and sanctions, and the risk of civil judgments against the practice. The most successful programs receive commitment (read: involvement) from management and include staff in program development and implementation.

Work in the family and employing organization.

PubMed

Zedeck, S; Mosier, K L

1990-02-01

Issues involved in the attempts to balance roles in employing organizations and family organizations are discussed. The literature on the causal links between work and family relationships, the variables used in such studies, and the models used to describe the findings are presented. Because attempts to balance the roles in the two environments can lead to conflict and stress, organizations have responded with programs such as maternity and parental leave, child and dependent care, alternative work schedules and work stations, and employee assistance and relocation programs. These programs are reviewed with particular emphasis on their benefits and costs.

Employee wellness program evaluation.

DOT National Transportation Integrated Search

2008-12-01

Well-designed wellness programs can keep healthy employees healthy, support employees with : health risks to improve their health behaviors, and facilitate organizational efforts to achieve : workforce performance goals. : Productivity lost through a...

Impact of a Work-Focused Intervention on the Productivity and Symptoms of Employees with Depression

PubMed Central

Lerner, Debra; Adler, David; Hermann, Richard C.; Chang, Hong; Ludman, Evette J.; Greenhill, Annabel; Perch, Katherine; McPeck, William C.; Rogers, William H.

2012-01-01

Objective To test a new program’s effectiveness in reducing depression’s work burden. Methods A brief telephonic program to improve work functioning was tested in an early-stage randomized controlled trial (RCT) involving 79 Maine State Government employees who screened-in for depression and at-work limitations (treatment group=59; usual care group=27). Group differences in baseline to follow-up change scores on The Work Limitations Questionnaire (WLQ), WLQ Absence Module and PHQ-9 depression severity scale were tested with analysis of covariance. Results While there were no baseline group differences (p≥.05), by follow-up the treatment group had significantly better scores on every outcome and differences in the longitudinal changes were all statistically significant (p=.0.27 to .0001). Conclusions The new program was superior to usual care. The estimated productivity cost savings are $6041.70 per participant annually. PMID:22252528

New developments in employee assistance programs.

PubMed

White, R K; McDuff, D R; Schwartz, R P; Tiegel, S A; Judge, C P

1996-04-01

Employee assistance programs have developed from alcoholism assessment and referral centers to specialized behavioral health programs. Comprehensive employee assistance programs are defined by six major components: identification of problems based on job performance, consultation with supervisors, constructive confrontation, evaluation and referral, liaison with treatment providers, and substance abuse expertise. Other services have been added as enhancements to the basic model and include managed behavioral health activities and professional assistance committees, which provide services for impaired professionals and executives. Recent developments in the field are illustrated through examples from the experience of the employee assistance program at the University of Maryland Medical System in Baltimore.

The workplace and alcohol problem prevention.

PubMed

Roman, Paul M; Blum, Terry C

2002-01-01

Workplace programs to prevent and reduce alcohol-related problems among employees have considerable potential. For example, because employees spend a lot of time at work, coworkers and supervisors may have the opportunity to notice a developing alcohol problem. In addition, employers can use their influence to motivate employees to get help for an alcohol problem. Many employers offer employee assistance programs (EAPs) as well as educational programs to reduce employees' alcohol problems. However, several risk factors for alcohol problems exist in the workplace domain. Further research is needed to develop strategies to reduce these risk factors.

Assimilating Foreign-Born Employees into Organizations through Effective Orientation Programs.

ERIC Educational Resources Information Center

Stull, James B.; And Others

Since research suggests that a direct relationship exists between effective orientation and employee productivity, careful consideration must be given to content, design, and delivery issues when developing orientation training programs for foreign-born employees. The United States typically does not provide adequate employee orientation.…

Costs and benefits of influenza vaccination and work productivity in a Colombian company from the employer's perspective.

PubMed

Morales, Alvaro; Martinez, Maria M; Tasset-Tisseau, Anne; Rey, Elena; Baron-Papillon, Florence; Follet, Alain

2004-01-01

This study was designed to evaluate the effects of an employee influenza vaccination campaign, measured in terms of health and economic benefits. Colombian bank employees volunteered to take part in this prospective observational study involving two groups: vaccinated and nonvaccinated. Socioeconomic and health status information, including influenza-like symptoms, sick leave, and postvaccination adverse events, were collected via questionnaires. Cost-benefit analyses were performed to determine whether the employer would save money overall by paying for the vaccination program. Between October 2000 and May 2001, 424 vaccinated subjects and 335 nonvaccinated subjects volunteered to join the study. Cumulative incidence of influenza-like illness (ILI) was lower among vaccinated (14.6%) than nonvaccinated subjects (39.4%). Fever was the most common ILI symptom (93% of all reported ILI). Absence rates because of ILI were similar in the two groups (2.59%-2.69%). Assuming that employees with ILI who continue to work have reduced effectiveness (30%-70% of normal) the employer can save 6.4 US dollars to 25.8 US dollars per vaccinated employee based on labor costs alone. This saving increases to 89.3 US dollars to 237.8 US dollars when operating income is also considered. Sensitivity analyses indicate that the vaccination program will be cost saving for vaccination coverage above 20% and ILI rates above 10%. Among the studied volunteers, ILI has significant impact on work productivity in terms of indirect costs. Implementing an influenza vaccination program would reduce the burden of ILI and save substantial amounts of money for the company.

Risk managers' descriptions of programs to support second victims after adverse events.

PubMed

White, Andrew A; Brock, Douglas M; McCotter, Patricia I; Hofeldt, Ron; Edrees, Hanan H; Wu, Albert W; Shannon, Sarah; Gallagher, Thomas H

2015-01-01

Guidelines call for healthcare organizations to provide emotional support for clinicians involved in adverse events, but little is known about how these organizations seek to meet this need. We surveyed US members of the American Society for Healthcare Risk Management (ASHRM) about the presence, features, and perceived efficacy of their organization's provider support program. The majority reported that their organization had a support program, but features varied widely and there are substantial opportunities to improve services. Provider support programs should enhance referral mechanisms and peer support, critically appraise the role of employee assistance programs, and demonstrate their value to institutional leaders. © 2015 American Society for Healthcare Risk Management of the American Hospital Association.

Public Sector Employee Assistance Programs.

ERIC Educational Resources Information Center

Kemp, Donna R.; Verlinde, Beverly

This document discusses employee assistance programs (EAPs), programs which have been developed to help employees deal with personal problems that seriously affect job performance. It reviews literature which specifically addresses EAPs in the public sector, noting that there are no exact figures on how many public entities have EAPs. Previous…

Employee Assistance Programmes and Their Place within Universities.

ERIC Educational Resources Information Center

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)

Employee Assistance Programs in Higher Education.

ERIC Educational Resources Information Center

Lew, Aimee T.; Ashbaugh, Donald L.

1993-01-01

A discussion of employee assistance programs for faculty and other college personnel looks at the rationale for such programs, their goals, associated administrative problems and issues, and evaluation of their effectiveness. It is concluded that colleges have a responsibility for employee well-being and personal and professional development. (MSE)

Corporate Benefits of Employee Recreation Programs.

ERIC Educational Resources Information Center

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)

Speech by Drew S. Days, III at the University of Wisconsin Fourth Annual Conference on Equal Employment and Affirmative Action.

ERIC Educational Resources Information Center

Days, Drew S., III

This speech focuses upon the issues involved in several recent court rulings against affirmative action programs. Among the cases reviewed are "Weber v. Kaiser Aluminum," concerned with the hiring of minority employees at a plant in Gramercy, Louisiana; two cases, in Tampa and Detroit, challenging police department hiring and promotion…

Health Lifestyle Analysis of Faculty Staff and Employees at the University of Montevallo in 1982 to 1988.

ERIC Educational Resources Information Center

Tishler, J. Ward

Changes were studied in the health lifestyle of university personnel involved in a program of health promotion and wellness between 1982 and 1988. Data were collected via a survey at the University of Montevallo in Alabama. Questions were asked on personal characteristics (e.g. gender, age, height, and marital status), professional characteristics…

Alcohol violations and aviation accidents: findings from the U.S. mandatory alcohol testing program.

PubMed

Li, Guohua; Baker, Susan P; Qiang, Yandong; Rebok, George W; McCarthy, Melissa L

2007-05-01

Mandatory alcohol testing has been implemented in the U.S. aviation industry since 1995. This study documents the prevalence of alcohol violations and the association between alcohol violations and aviation accidents among aviation employees with safety-sensitive functions. Data from the random alcohol testing and post-accident alcohol testing programs reported by major airlines to the Federal Aviation Administration for the years 1995 through 2002 were analyzed. A violation was defined as an alcohol level of > or = 0.04% or a refusal to submit to testing. Relative and attributable risks of accident involvement associated with alcohol violations were estimated using the case-control method. During the study period, random alcohol testing yielded a total of 440 violations, with an overall prevalence rate of 0.09% and a prevalence rate of 0.03% for flight crews. Alcohol violations were associated with an increased yet not statistically significant risk of accident involvement (odds ratio 2.56, 95% confidence interval 0.81-7.08) and were attributed to 0.13% of aviation accidents. Alcohol violations among U.S. major airline employees with safety-sensitive functions are rare and play a negligible role in aviation accidents.

Alcohol Violations and Aviation Accidents: Findings from the U.S. Mandatory Alcohol Testing Program

PubMed Central

Li, Guohua; Baker, Susan P.; Qiang, Yandong; Rebok, George W.; McCarthy, Melissa L.

2007-01-01

Introduction: Mandatory alcohol testing has been implemented in the U.S. aviation industry since 1995. This study documents the prevalence of alcohol violations and the association between alcohol violations and aviation accidents among aviation employees with safety-sensitive functions. Methods: Data from the random alcohol testing and post-accident alcohol testing programs reported by major airlines to the Federal Aviation Administration for the years 1995 through 2002 were analyzed. A violation was defined as an alcohol level of ≥ 0.04% or a refusal to submit to testing. Relative and attributable risks of accident involvement associated with alcohol violations were estimated using the case-control method. Results: During the study period, random alcohol testing yielded a total of 440 violations, with an overall prevalence rate of 0.09% and a prevalence rate of 0.03% for flight crews. Alcohol violations were associated with an increased yet not statistically significant risk of accident involvement (odds ratio 2.56, 95% confidence interval 0.81–7.08) and were attributed to 0.13% of aviation accidents. Discussion: Alcohol violations among U.S. major airline employees with safety-sensitive functions are rare and play a negligible role in aviation accidents. PMID:17539446

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

PubMed

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.

Employee Assistance Programs: A Systemic Investigation of Their Use.

ERIC Educational Resources Information Center

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…

75 FR 45608 - Energy Employees Occupational Illness Compensation Program Act of 2000; Corrected Revision to...

Federal Register 2010, 2011, 2012, 2013, 2014

2010-08-03

... DEPARTMENT OF ENERGY Energy Employees Occupational Illness Compensation Program Act of 2000...'') periodically publishes or revises a list of facilities covered under the Energy Employees Occupational Illness... to provide compensation to certain employees who develop illnesses as a result of their employment...

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

Federal Register 2010, 2011, 2012, 2013, 2014

2010-06-10

... OFFICE OF PERSONNEL MANAGEMENT Federal Employees Health Benefits Program; Medically Underserved Areas for 2011 AGENCY: Office of Personnel Management. ACTION: Notice. SUMMARY: The U.S. Office of... Underserved Areas under the Federal Employees Health Benefits (FEHB) Program for calendar year 2011. This is...

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

Federal Register 2010, 2011, 2012, 2013, 2014

2011-06-02

... OFFICE OF PERSONNEL MANAGEMENT Federal Employees Health Benefits Program: Medically Underserved Areas for 2012 AGENCY: U.S. Office of Personnel Management. ACTION: Notice. SUMMARY: The U.S. Office of... Underserved Areas under the Federal Employees Health Benefits (FEHB) Program for calendar year 2012. This is...

Assessing New Employee Orientation Programs

ERIC Educational Resources Information Center

Acevedo, Jose M.; Yancey, George B.

2011-01-01

Purpose: This paper aims to examine the importance of new employee orientation (NEO) programs, the quality of typical NEOs, and how to improve NEOs. Design/methodology/approach: The paper provides a viewpoint of the importance of new employee orientation programs, the quality of typical NEOs, and how to improve NEOs. Findings: Although western…

Physical Fitness Programs in the Workplace. WBGH Worksite Wellness Series.

ERIC Educational Resources Information Center

Knadler, Gary F.; And Others

Because sedentary living creates health consequences that ultimately affect employees' productivity, many companies are sponsoring worksite physical fitness programs for their employees. The cost-effectiveness of such programs and the resulting reduction in employees' absenteeism rates and medical and health care costs have been well documented.…

Facts on Employee Assistance Programs. Clearinghouse Fact Sheet.

ERIC Educational Resources Information Center

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…

School Employee Assistance Programs in New York State.

ERIC Educational Resources Information Center

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)

Job Involvement and Organizational Commitment of Employees of Prehospital Emergency Medical System.

PubMed

Rahati, Alireza; Sotudeh-Arani, Hossein; Adib-Hajbaghery, Mohsen; Rostami, Majid

2015-12-01

Several studies are available on organizational commitment of employees in different organizations. However, the organizational commitment and job involvement of the employees in the prehospital emergency medical system (PEMS) of Iran have largely been ignored. This study aimed to investigate the organizational commitment and job involvement of the employees of PEMS and the relationship between these two issues. This cross-sectional study was conducted on 160 employees of Kashan PEMS who were selected through a census method in 2014. A 3-part instrument was used in this study, including a demographic questionnaire, the Allen and Miller's organizational commitment inventory, and the Lodahl and Kejner's job involvement inventory. We used descriptive statistics, Spearman correlation coefficient, Kruskal-Wallis, Friedman, analysis of variance, and Tukey post hoc tests to analyze the data. The mean job involvement and organizational commitment scores were 61.78 ± 10.69 and 73.89 ± 13.58, respectively. The mean scores of job involvement and organizational commitment were significantly different in subjects with different work experiences (P = 0.043 and P = 0.012, respectively). However, no significant differences were observed between the mean scores of organizational commitment and job involvement in subjects with different fields of study, different levels of interest in the profession, and various educational levels. A direct significant correlation was found between the total scores of organizational commitment and job involvement of workers in Kashan PEMS (r = 0.910, P < 0.001). This study showed that the employees in the Kashan PEMS obtained half of the score of organizational commitment and about two-thirds of the job involvement score. Therefore, the higher level managers of the emergency medical system are advised to implement some strategies to increase the employees' job involvement and organizational commitment.

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

PubMed

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.

Status of training programs and perceived labor problems in four types of noncommercial foodservice operations.

PubMed

Cluskey, M; Messersmith, A M

1991-10-01

Training is essential for the effective delivery of quality foodservice products. A well-developed training program is ongoing, comprehensive, planned in advance, and performance based. Such programs facilitate performance and may be beneficial to develop employees and reduce employee turnover rates. The purpose of this study was to investigate the kinds of training programs that are being developed and delivered to employees in noncommercial foodservice operations. A survey instrument was mailed nationally to foodservice directors and administrators in health care and educational foodservice operations requesting information about training programs used for their nonsupervisory foodservice employees. Information regarding perceived existence of potential labor problems was also collected. Relationships between training programs and perception of labor problems were investigated. Training appears to be conducted in some form within the four types of noncommercial foodservice operations investigated. The most severely perceived labor problems among nonsupervisory employees include low motivation, lack of skills, and poor promotability.

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

PubMed

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.

Space Software for Automotive Design

NASA Technical Reports Server (NTRS)

1988-01-01

John Thousand of Wolverine Western Corp. put his aerospace group to work on an unfamiliar job, designing a brake drum using computer design techniques. Computer design involves creation of a mathematical model of a product and analyzing its effectiveness in simulated operation. Technique enables study of performance and structural behavior of a number of different designs before settling on a final configuration. Wolverine employees attacked a traditional brake drum problem, the sudden buildup of heat during fast and repeated braking. Part of brake drum not confined tends to change its shape under combination of heat, physical pressure and rotational forces, a condition known as bellmouthing. Since bellmouthing is a major factor in braking effectiveness, a solution of problem would be a major advance in automotive engineering. A former NASA employee, now a Wolverine employee, knew of a series of NASA computer programs ideally suited to confronting bellmouthing. Originally developed as aids to rocket engine nozzle design, it's capable of analyzing problems generated in a rocket engine or automotive brake drum by heat, expansion, pressure and rotational forces. Use of these computer programs led to new brake drum concept featuring a more durable axle, and heat transfer ribs, or fins, on hub of drum.

Employee assistance programs: history and program description.

PubMed

Gilbert, B

1994-10-01

1. The history and development of Employee Assistance Programs (EAPs) can be traced back to the 1800s. There are currently over 10,000 EAPs in the United States. 2. Standards for program accreditation and counselor certification have been established for EAPs. The "core technology of Employee Assistance Programs" includes identification of behavioural problems based on job performance issues, expert consultation with supervisors, appropriate use of constructive confrontation, microlinkages with treatment providers and resources, macrolinkages between providers, resources, and work organizations, focus on substance abuse, and evaluation of employee success based on job performance. 3. Some EAPs take a broad brush approach, and incorporate health promotion and managed care functions.

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

PubMed

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.

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.

PubMed

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

PubMed

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.

16 CFR 1031.12 - Membership criteria.

Code of Federal Regulations, 2010 CFR

2010-01-01

... responsibility for making final decisions, or advise those who make final decisions, on whether to rely on a... EMPLOYEE INVOLVEMENT IN VOLUNTARY STANDARDS ACTIVITIES Employee Involvement § 1031.12 Membership criteria. (a) The Commissioners, their special assistants, and Commission officials and employees holding the...

78 FR 77365 - Federal Employees' Group Life Insurance Program: Options B and C

Federal Register 2010, 2011, 2012, 2013, 2014

2013-12-23

... 3206-AM96 Federal Employees' Group Life Insurance Program: Options B and C AGENCY: U.S. Office of... proposing to amend the Federal Employees' Group Life Insurance (FEGLI) regulations to provide an election... into law. This law, the Federal Employees Life Insurance Improvement Act, changed many parts of the...

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

PubMed

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.

An Historical Analysis and Comparison of the Military Retirement System and the Federal Employee Retirement system

DTIC Science & Technology

1998-06-01

retirement programs in existence. This thesis concentrates on the Civil Service Retirement System (CSRS) and its successor the Federal Employee Retirement...federal employees at the beginning of fiscal year 1995. (Ref. 11, p. 2) The basic objective of the CSRS and FERS programs is to attract quality...and FERS both provide pensions for retired federal employees , the programs are designed differently. CSRS was established in 1920 and predates the

Corporate Fitness and Sports in a Changing Society.

ERIC Educational Resources Information Center

Maryk, Margaretha

1982-01-01

Corporations are beginning to invest in employee fitness and health programs. Employee fitness programs result in greater morale and improved quality and quantity of work, decreased absenteeism, decreased employee turnover, and increased efficiency. (JN)

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

Code of Federal Regulations, 2013 CFR

2013-01-01

... 5 Administrative Personnel 2 2013-01-01 2013-01-01 false Continuation of eligibility for former Federal employees of the Civilian Marksmanship Program. 870.510 Section 870.510 Administrative Personnel... LIFE INSURANCE PROGRAM Coverage § 870.510 Continuation of eligibility for former Federal employees of...

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

Code of Federal Regulations, 2010 CFR

2010-01-01

... 5 Administrative Personnel 2 2010-01-01 2010-01-01 false Continuation of eligibility for former Federal employees of the Civilian Marksmanship Program. 870.510 Section 870.510 Administrative Personnel... LIFE INSURANCE PROGRAM Coverage § 870.510 Continuation of eligibility for former Federal employees of...

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

ERIC Educational Resources Information Center

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…

October 2003 Status of Forces Survey of DoD Civilians: Tabulations of Responses

DTIC Science & Technology

2004-03-01

182 e. Employee assistance programs .............................................................. 184 f. Support groups...202 60. Mark your level of satisfaction with employee assistance programs ..............204 61. Mark your level of satisfaction...services provided by your organization? e. Employee assistance programs 1. Yes 2. No 3. Not available Percentages Percent Responding 1 2 3 Max

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

PubMed

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.

Do HRD Investment Strategies Pay? Exploring the Relationship between Lifelong Learning and Psychological Contracts.

ERIC Educational Resources Information Center

Martin, Graeme; Pate, Judy; McGoldrick, Jim

1999-01-01

A four-year study of a Scottish manufacturer's employee lifelong learning program discovered a positive relationship between the program and employee perceptions of careers, fairness, and the long-term "psychological contract." Due to reduction in the employer's commitment to job security, employees were beginning to view the program as…

Financial Incentives and Diabetes Disease Control in Employees: A Retrospective Cohort Analysis.

PubMed

Misra-Hebert, Anita D; Hu, Bo; Taksler, Glen; Zimmerman, Robert; Rothberg, Michael B

2016-08-01

Many employers offer worksite wellness programs, including financial incentives to achieve goals. Evidence supporting such programs is sparse. To assess whether diabetes and cardiovascular risk factor control in employees improved with financial incentives for participation in disease management and for attaining goals. Retrospective cohort study using insurance claims linked with electronic medical record data from January 2008-December 2012. Employee patients with diabetes covered by the organization's self-funded insurance and propensity-matched non-employee patient comparison group with diabetes and commercial insurance. Financial incentives for employer-sponsored disease management program participation and achieving goals. Change in glycosylated hemoglobin (HbA1c), low-density lipoprotein (LDL), systolic blood pressure (SBP), and weight. A total of 1092 employees with diabetes were matched to non-employee patients. With increasing incentives, employee program participation increased (7 % in 2009 to 50 % in 2012, p < 0.001). Longitudinal mixed modeling demonstrated improved diabetes and cardiovascular risk factor control in employees vs. non-employees [HbA1c yearly change -0.05 employees vs. 0.00 non-employees, difference in change (DIC) p <0.001]. In their first participation year, employees had larger declines in HbA1c and weight vs. non-employees (0.33 vs. 0.14, DIC p = 0.04) and (2.3 kg vs. 0.1 kg, DIC p < 0.001), respectively. Analysis of employee cohorts corresponding with incentive offerings showed that fixed incentives (years 1 and 2) or incentives tied to goals (years 3 and 4) were not significantly associated with HbA1c reductions compared to non-employees. For each employee cohort offered incentives, SBP and LDL also did not significantly differ in employees compared with non-employees (DIC p > 0.05). Financial incentives were associated with employee participation in disease management and improved cardiovascular risk factors over 5 years. Improvements occurred primarily in the first year of participation. The relative impact of specific incentives could not be discerned.

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

PubMed

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.

Employee assistance programs: a primer for buyer and seller.

PubMed

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.

Employees.

ERIC Educational Resources Information Center

Sorenson, Gail Paulus; Mawdsley, Ralph D.

This chapter covers the nearly 250 cases reported in 1987 involving precollegiate public-sector employees. Those cases where purely procedural issues are involved are omitted, and procedural issues in the remaining cases are deemphasized. Although no United States Supreme Court cases in 1987 related to school employees, those from prior years are…

43 CFR 43.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 43 Public Lands: Interior 1 2010-10-01 2010-10-01 false Employee. 43.640 Section 43.640 Public... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 43.640 Employee. (a) Employee means the employee of a... employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

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

PubMed

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.

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

PubMed

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.

Educating Organizational Consumers about Employee Assistance Programs.

ERIC Educational Resources Information Center

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)

20 CFR 30.105 - What must DOE do after an employee or survivor files a claim?

Code of Federal Regulations, 2013 CFR

2013-04-01

..., DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS AMENDED...

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

PubMed

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.

OSHA: Employee Workplace Rights

DTIC Science & Technology

2000-01-01

illnesses and their related costs. To assist employers and employees in developing effective safety and health programs , OSHA published recommended Safety...workplace hazards and to implement safety and health programs . In so doing, this gave employees many new rights and responsibilities, including the right to...Administration Charles N. Jeffress, Assistant Secretary OSHA 3021 2000 (Reprinted) OSHA: Employee Workplace Rights Contents Contents iii Page

20 CFR 30.230 - What are the criteria necessary to establish that an employee contracted a covered illness under...

Code of Federal Regulations, 2014 CFR

2014-04-01

... that an employee contracted a covered illness under Part E of EEOICPA? 30.230 Section 30.230 Employees... ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS AMENDED Eligibility Criteria Eligibility Criteria for Other...

20 CFR 30.230 - What are the criteria necessary to establish that an employee contracted a covered illness under...

Code of Federal Regulations, 2013 CFR

2013-04-01

... that an employee contracted a covered illness under Part E of EEOICPA? 30.230 Section 30.230 Employees... ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS AMENDED Eligibility Criteria Eligibility Criteria for Other...

20 CFR 30.230 - What are the criteria necessary to establish that an employee contracted a covered illness under...

Code of Federal Regulations, 2011 CFR

2011-04-01

... that an employee contracted a covered illness under Part E of EEOICPA? 30.230 Section 30.230 Employees... ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS AMENDED Eligibility Criteria Eligibility Criteria for Other...

20 CFR 30.232 - How does a claimant establish that the employee has been diagnosed with a covered illness, or...

Code of Federal Regulations, 2011 CFR

2011-04-01

... employee has been diagnosed with a covered illness, or sustained an injury, illness, impairment or disease as a consequence of a covered illness? 30.232 Section 30.232 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF...

20 CFR 30.230 - What are the criteria necessary to establish that an employee contracted a covered illness under...

Code of Federal Regulations, 2010 CFR

2010-04-01

... that an employee contracted a covered illness under Part E of EEOICPA? 30.230 Section 30.230 Employees... ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS AMENDED Eligibility Criteria Eligibility Criteria for Other...

20 CFR 30.230 - What are the criteria necessary to establish that an employee contracted a covered illness under...

Code of Federal Regulations, 2012 CFR

2012-04-01

... that an employee contracted a covered illness under Part E of EEOICPA? 30.230 Section 30.230 Employees... ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS AMENDED Eligibility Criteria Eligibility Criteria for Other...

Guidelines for Preventing Workplace Violence for Health Care and Social Service Workers

DTIC Science & Technology

1998-01-01

commitment, including the endorse- ment and visible involvement of top management , provides the motivation and resources to deal effec- tively with workplace...program to ensure that all managers , supervisors, and employ- ees understand their obligations. • Appropriate allocation of authority and resources to...operations, employee assistance, security, occupational safety and health, legal, and human resources staff. The team or coordinator can review injury

Wheelchairmanship Project. A Program to Educate Personnel in the Transportation, Hotel and Restaurant, and Entertainment Industries in Improved Techniques for Serving Disabled People. Final Report.

ERIC Educational Resources Information Center

Smith, Anita P.; And Others

In a project designed to train customer service personnel in improved methods of assisting the physically disabled, audio-visual training materials were developed and presented during 2-week courses involving 1,058 employees at transportation, hotel/restaurant, and entertainment centers in 25 cities. The participants judged the training program…

Combating the stress of residency: one school's approach.

PubMed

Dabrow, Sharon; Russell, Stephen; Ackley, Karen; Anderson, Eric; Fabri, Peter Jeff

2006-05-01

Residency is a time of stress and turmoil for many residents. The stresses are varied and great, often involving both personal and professional issues. One institutional mechanism that has been shown to help residents cope with stress is the use of residents' wellness, or assistance, programs. The University of South Florida (USF) College of Medicine developed the USF Residency Assistance Program (RAP) in 1997, modeled after business employee assistance programs but tailored to enhance the well-being of residents. The program was developed in an organized, thoughtful manner starting with a Request for Proposals to all local employee assistance programs and the selection of one of these to run the program. The RAP is broad-based, readily available, easily accessible, totally voluntary and confidential, and not reportable to the state board of medicine. It is well integrated into all residency programs and has had excellent acceptance from the administration; information about access to the RAP is available to all residents through multiple venues. The cost is minimal, at only seven cents a day per resident. The authors present data from the eight years the RAP has been operating, including information on program use, referral rates, acceptance, and types of problems encountered. One suicide occurred during this time period, and the RAP provided a significant role in grief counseling. Assistance programs are critical to the well-being of residents. The USF program presents a model that can be used by other programs around the country.

An Exploratory Study of the Impacts of an Employer-Supported Child Care Program

ERIC Educational Resources Information Center

Morrissey, Taryn W.; Warner, Mildred E.

2011-01-01

Although employer-sponsored child care programs have become more common, there is little empirical research on whether these programs affect employees' satisfaction with child care or their work-life balance, and if effects vary across employee characteristics. In this exploratory study, we administered a survey to employees with children at one…

Cost-benefit analysis of comprehensive mental health prevention programs in Japanese workplaces: a pilot study.

PubMed

Iijima, Sachiko; Yokoyama, Kazuhito; Kitamura, Fumihiko; Fukuda, Takashi; Inaba, Ryoichi

2013-01-01

We examined the implementation of mental health prevention programs in Japanese workplaces and the costs and benefits. A cross-sectional survey targeting mental health program staff at 11 major companies was conducted. Questionnaires explored program implementation based on the guidelines of the Japanese Ministry of Health, Labor and Welfare. Labor, materials, outsourcing costs, overheads, employee mental discomfort, and absentee numbers, and work attendance were examined. Cost-benefit analyses were conducted from company perspectives assessing net benefits per employee and returns on investment. The surveyed companies employ an average of 1,169 workers. The implementation rate of the mental health prevention programs was 66% for primary, 51% for secondary, and 60% for tertiary programs. The program's average cost was 12,608 yen per employee and the total benefit was 19,530 yen per employee. The net benefit per employee was 6,921 yen and the return on investment was in the range of 0.27-16.85. Seven of the 11 companies gained a net benefit from the mental health programs.

29 CFR 1960.55 - Training of supervisors.

Code of Federal Regulations, 2010 CFR

2010-07-01

... (CONTINUED) BASIC PROGRAM ELEMENTS FOR FEDERAL EMPLOYEE OCCUPATIONAL SAFETY AND HEALTH PROGRAMS AND RELATED... health training for supervisory employees that includes: supervisory responsibility for providing and maintaining safe and healthful working conditions for employees, the agency occupational safety and health...

Employee assistance programs.

PubMed

Austin, R L

1987-10-01

The substance abuser brings his problems to the workplace. Ninety-five percent or more of all individuals experiencing alcohol-or drug-related problems are either employed or the spouse or dependent of someone who is working. It is clear we are facing a problem which transcends the boundaries of the workplace. The result in the workplace, of course, is increased costs, lower productivity, more accidents on the job, but most importantly additional suffering for the individuals involved. It is important to remember that neither GM, the UAW, nor the IUE can be expected to accept responsibility for those individuals who have the ability to control their own "wellness" and productivity. Any joint union-management substance abuse program can only be a catalyst to help individuals confront their problems. Along with the other groups and institutions concerned with these problems, GM, in cooperation with the UAW, IUE, and the other unions that represent our employees, is trying to help individuals with addictive diseases confront and obtain treatment for their problems. We believe our programs are moving in the right direction and will continue to make progress.

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

Code of Federal Regulations, 2012 CFR

2012-01-01

... 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...

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

Code of Federal Regulations, 2011 CFR

2011-01-01

... 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...

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

Code of Federal Regulations, 2010 CFR

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...

A study of topics for distance education-A survey of U.S. Fish and Wildlife Service employees

USGS Publications Warehouse

Ratz, Joan M.; Schuster, Rudy M.; Marcy, Ann H.

2011-01-01

The purpose of this study was to identify training topics and distance education technologies preferred by U.S. Fish and Wildlife Service employees. This study was conducted on behalf of the National Conservation Training Center to support their distance education strategy planning and implementation. When selecting survey recipients, we focused on employees in positions involving conservation and environmental education and outreach programming. We conducted the study in two phases. First, we surveyed 72 employees to identify useful training topics. The response rate was 61 percent; respondents were from all regions and included supervisors and nonsupervisors. Five topics for training were identified: creating and maintaining partnerships (partnerships), technology, program planning and development (program planning), outreach methods to engage the community (outreach methods), and evaluation methods. In the second phase, we surveyed 1,488 employees to assess preferences for training among the five topics identified in the first survey and preferences among six distance education technologies: satellite television, video conferencing, audio conferencing, computer mediated training, written resources, and audio resources. Two types of instructor-led training were included on the survey to compare to the technology options. Respondents were asked what types of information, such as basic facts or problem solving skills, were needed for each of the five topics. The adjusted response rate was 64 percent; respondents were from all regions and included supervisors and nonsupervisors. The results indicated clear preferences among respondents for certain training topics and technologies. All five training topics were valued, but the topics of partnerships and technology were given equal value and were valued more than the other three topics. Respondents indicated a desire for training on the topics of partnerships, technology, program planning, and outreach methods. For the six distance education technologies, respondents indicated different levels of usability and access. Audio conferencing and written resources were reported to be most usable and accessible. The ratings of technology usability/access differed according to region; respondents in region 9 rated most technologies higher on usability/access. Respondents indicated they would take courses through either onsite or distance education approaches, but they prefer onsite training for most topics and most types of information.

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

PubMed

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.

14 CFR 1267.640 - Employee.

Code of Federal Regulations, 2010 CFR

2010-01-01

... WORKPLACE (FINANCIAL ASSISTANCE) Definitions § 1267.640 Employee. (a) Employee means the employee of a recipient directly engaged in the performance of work under the award, including— (1) All direct charge employees; (2) All indirect charge employees, unless their impact or involvement in the performance of work...

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

PubMed Central

Street, Tamara D.; Lacey, Sarah J.

2018-01-01

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. PMID:29710785

5 CFR 890.1305 - Termination and cancellation.

Code of Federal Regulations, 2013 CFR

2013-01-01

... REGULATIONS (CONTINUED) FEDERAL EMPLOYEES HEALTH BENEFITS PROGRAM Department of Defense Federal Employees Health Benefits Program Demonstration Project § 890.1305 Termination and cancellation. (a) If an enrolled... beneficiaries and forward them to OPM's Employees Health Benefits Fund. OPM will establish procedures for...

5 CFR 890.1305 - Termination and cancellation.

Code of Federal Regulations, 2014 CFR

2014-01-01

... REGULATIONS (CONTINUED) FEDERAL EMPLOYEES HEALTH BENEFITS PROGRAM Department of Defense Federal Employees Health Benefits Program Demonstration Project § 890.1305 Termination and cancellation. (a) If an enrolled... beneficiaries and forward them to OPM's Employees Health Benefits Fund. OPM will establish procedures for...

5 CFR 890.1305 - Termination and cancellation.

Code of Federal Regulations, 2012 CFR

2012-01-01

... REGULATIONS (CONTINUED) FEDERAL EMPLOYEES HEALTH BENEFITS PROGRAM Department of Defense Federal Employees Health Benefits Program Demonstration Project § 890.1305 Termination and cancellation. (a) If an enrolled... beneficiaries and forward them to OPM's Employees Health Benefits Fund. OPM will establish procedures for...

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

ERIC Educational Resources Information Center

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…

49 CFR 40.291 - What is the role of the SAP in the evaluation, referral, and treatment process of an employee who...

Code of Federal Regulations, 2010 CFR

2010-10-01

... employee to an appropriate education and/or treatment program; (3) Conducting a face-to-face follow-up evaluation to determine if the employee has actively participated in the education and/or treatment program..., referral, and treatment process of an employee who has violated DOT agency drug and alcohol testing...

When does incivility lead to counterproductive work behavior? Roles of job involvement, task interdependence, and gender.

PubMed

Welbourne, Jennifer L; Sariol, Ana M

2017-04-01

This research investigated the conditions under which exposure to incivility at work was associated with engaging in counterproductive work behavior (CWB). Drawing from stressor-strain and coping frameworks, we predicted that experienced incivility would be associated with engaging in production deviance and withdrawal behavior, and that these relationships would be strongest for employees who had high levels of job involvement and worked under task interdependent conditions. Gender differences in these effects were also investigated. A sample of 250 United States full-time employees from various occupations completed 2 waves (timed 6 weeks apart) of an online survey. Results indicate that employees with high job involvement were more likely to engage in production deviance and withdrawal behavior following exposure to incivility than were employees with low job involvement. The moderating effect of task interdependence varied by gender, such that the relationship between incivility and CWB was strengthened under high task interdependence for female employees, but weakened under high task interdependence for male employees. These findings highlight that certain work conditions can increase employees' susceptibility to the impacts of incivility, leading to harmful outcomes for organizations. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Implementing an Employee Assistance Program.

ERIC Educational Resources Information Center

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)

Outcomes of a hospital-based employee lactation program.

PubMed

Spatz, Diane L; Kim, Gabriella S; Froh, Elizabeth B

2014-12-01

Little has been published about employee lactation support in hospitals and other healthcare facilities. The Children's Hospital of Philadelphia (CHOP), Philadelphia, PA, has a comprehensive employee lactation program. The objective of this study was to describe the breastfeeding practices of our employees and compare these results with national Centers for Disease Control and Prevention (CDC) data. The human resources department generated a list of all employees who filed for maternity leave between 2007 and 2011. These employees were contacted confidentially via e-mail to complete an electronic-based (SurveyMonkey.com) questionnaire. An initial message and three reminder messages were sent over a 3-month period during the last quarter of 2012, with 545 women completing the survey (response rate, 40%). Women who responded to the survey had significantly higher breastfeeding initiation rates compared with national CDC data (94.5% vs. 76.9%; p<0.0001). At 6 months, significantly more CHOP employees were breastfeeding (78.6% vs. 47.2%; p<0.0001). At 12 months 32.4% of CHOP employees were still breastfeeding compared with CDC data of 25.5% (p=0.0003). Additionally, over 20% of CHOP employees breastfed their infants for over 12 months (no national data for comparison). Within CHOP's comprehensive employee lactation program, women achieved breastfeeding milestones that well exceeded national data and the Healthy People 2020 targets for breastfeeding initiation and duration. CHOP's employee lactation program can serve as a model for other institutions.

The impact of an integrated population health enhancement and disease management program on employee health risk, health conditions, and productivity.

PubMed

Loeppke, Ron; Nicholson, Sean; Taitel, Michael; Sweeney, Matthew; Haufle, Vince; Kessler, Ronald C

2008-12-01

This study evaluated the impact of an integrated population health enhancement program on employee health risks, health conditions, and productivity. Specifically, we analyzed changes in these measures among a cohort of 543 employees who completed a health risk assessment in both 2003 and 2005. We compared these findings with 2 different sets of employees who were not offered health enhancement programming. We found that the DIRECTV cohort showed a significant reduction in health risks after exposure to the program. Relative to a matched comparison group, the proportion of low-risk employees at DIRECTV in 2005 was 8.2 percentage points higher; the proportion of medium-risk employees was 7.1 percentage points lower; and the proportion of high-risk employees was 1.1 percentage points lower (p < 0.001). The most noticeable changes in health risk were a reduction in the proportion of employees with high cholesterol; an improvement in diet; a reduction of heavy drinking; management of high blood pressure; improved stress management; increased exercise; fewer smokers; and a drop in obesity rates. We also found that a majority of employees who improved their risk levels from 2003 to 2005 maintained their gains in 2006. Employees who improved their risks levels also demonstrated relative improvement in absenteeism. Overall, this study provides additional evidence that integrated population health enhancement positively impacts employees' health risk and productivity; it also reinforces the view that "good health is good business."

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

PubMed

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 < 0.001). More than 90% of vaccinated 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.

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

PubMed Central

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

Evaluating Quality of Life Programs: Summary of a Literature Review

DTIC Science & Technology

1990-05-01

Employee Assistance Programs ( EAPs ) are contemporary innovations in the U.S. workplace. Few have been... employee -mover in the country and, as such, provides many services in the areas of reimbursement and relocation assistance . While relocation assistance ...personnel journals suggest that organizations must have adequate relocation assistance programs to limit the extent to which employees refuse moves (by

The Training Process of the Organization Development and Training Office

NASA Technical Reports Server (NTRS)

Johnson, Melissa S.

2004-01-01

The Organization Development and Training Office provides training and development opportunities to employees at NASA Glenn Research Center, as a division of the Office of Human Resources and Workforce Planning. Center-wide required trainings, new employee trainings, workshops and career development programs are organized by the OD&TO staff. They also arrange all academic, non-academic, headquarters, fellowship and learning center sponsored courses. They also service organizations wishing to work more effectively by facilitating teambuilding exercises. Equal Opportunity programs and upward mobility programs such as the STEP and GO programs for administrative staff. In working with my mentor I am very involved with Cuyahoga Community College classes, mandatory supervisory training and administrative staff workshops. My largest tasks are in the secretarial training category. The Supporting Organizations And Relationships workshop for administrative personnel, commonly known as SOAR, began last year and continued this summer with follow-up workshops. Months before a workshop or class is brought to Glenn, a need has to be realized. In this case, administrative staff did not feel they had an opportunity to receive relevant training and develop skills through teambuilding, networking and communication. A Statement of work is then created as several companies are contacted about providing the training. After the company best suited to meet the target group s needs is selected, the course is announced with an outline of all pertinent information. A reservation for a facility is made and applications or nominations, depending on the announcement s guidelines, are received from interested employees. Confirmations are sent to participants and final preparations are made but there are still several concluding steps. A training office staff member also assists the facilitator with setting up the facility and introducing the class. After the class, participants evaluations are read and summarized to determine the effectiveness of the class and instructor. In addition to the SOAR workshops, I have several projects and daily tasks to complete. Coding training applications, which require me to be familiar with Glenn s budgetary allocations and policies on training, is an ongoing process. It also requires verifying information reported by an employee via her C-478 form, more commonly known as the training application. I am also the point of contact for the Cuyahoga Community College Advising Sessions held here at NASA Glenn which involves coordinating counselors visits with employees schedules. Two databases had to be created. The first database holds information on administrative staff, and the other tracks supervisors training histories. Through these assignments I gained experience in Microsoft Access 2002 and spreadsheet creation, communicating with co-workers, and successfully facilitating a training to serve specific purposes. With trainings and evaluations to assessment them, the Organization Development and Training Office can assure a quality product and continued customer satisfaction.

Evaluation of the food safety training for food handlers in restaurant operations

PubMed Central

Park, Sung-Hee; Kwak, Tong-Kyung

2010-01-01

This study examined the extent of improvement of food safety knowledge and practices of employee through food safety training. Employee knowledge and practice for food safety were evaluated before and after the food safety training program. The training program and questionnaires for evaluating employee knowledge and practices concerning food safety, and a checklist for determining food safety performance of restaurants were developed. Data were analyzed using the SPSS program. Twelve restaurants participated in this study. We split them into two groups: the intervention group with training, and the control group without food safety training. Employee knowledge of the intervention group also showed a significant improvement in their score, increasing from 49.3 before the training to 66.6 after training. But in terms of employee practices and the sanitation performance, there were no significant increases after the training. From these results, we recommended that the more job-specific and hand-on training materials for restaurant employees should be developed and more continuous implementation of the food safety training and integration of employee appraisal program with the outcome of safety training were needed. PMID:20198210

5 CFR 792.105 - Agency responsibilities.

Code of Federal Regulations, 2010 CFR

2010-01-01

... (CONTINUED) FEDERAL EMPLOYEES' HEALTH AND COUNSELING PROGRAMS Regulatory Requirements for Alcoholism and Drug Abuse Programs and Services for Federal Civilian Employees § 792.105 Agency responsibilities. (a... counseling and referral services can offer and provide employees who have alcohol and/or drug problems short...

5 CFR 792.105 - Agency responsibilities.

Code of Federal Regulations, 2011 CFR

2011-01-01

... (CONTINUED) FEDERAL EMPLOYEES' HEALTH AND COUNSELING PROGRAMS Regulatory Requirements for Alcoholism and Drug Abuse Programs and Services for Federal Civilian Employees § 792.105 Agency responsibilities. (a... counseling and referral services can offer and provide employees who have alcohol and/or drug problems short...

5 CFR 792.105 - Agency responsibilities.

Code of Federal Regulations, 2012 CFR

2012-01-01

... (CONTINUED) FEDERAL EMPLOYEES' HEALTH AND COUNSELING PROGRAMS Regulatory Requirements for Alcoholism and Drug Abuse Programs and Services for Federal Civilian Employees § 792.105 Agency responsibilities. (a... counseling and referral services can offer and provide employees who have alcohol and/or drug problems short...

Applying the Social Ecological Model and Theory of Self-Efficacy in the Worksite Heart Health Improvement Project-PLUS.

PubMed

Doran, Kelly; Resnick, Barbara; Kim, Natalie; Lynn, Donna; McCormick, Tyrell

2017-02-01

Long-term care (LTC) employees are at high risk for cardiovascular disease. Despite the documented benefits of worksite health promotion (WHP) programs for employees and employers and the potential benefits to residents in LTC facilities, LTC employees are rarely offered WHP programs. The purpose of the intervention described in this article is to reduce cardiovascular disease risk factors among LTC workers using a physical activity, nutrition, and stress management WHP implemented during paid work time with 98 LTC staff members. This article describes a 9-month physical activity, nutrition, and stress management WHP intervention delivered during paid work time to reduce the cardiovascular disease risk of employees working in LTC. The intervention is rooted in the social ecological model and social cognitive theory. The intervention is based on formative research and evidence-based practice recommendations and is specifically designed to reduce barriers to intervention participation (e.g., inconsistent break times and unpredictable resident care needs) and enhance motivators to program participation (e.g., enhanced social support). The intervention is ongoing, but measures are described. As more employers offer WHP programs, it is important that programs are tailored to meet specific employee groups and work environments. This article operationalizes a WHP research protocol with LTC employees that can be applied to reduce cardiovascular disease risk in LTC employees or similar employee groups in similar work environments.

Cost-benefit Analysis of Comprehensive Mental Health Prevention Programs in Japanese Workplaces: A Pilot Study

PubMed Central

IIJIMA, Sachiko; YOKOYAMA, Kazuhito; KITAMURA, Fumihiko; FUKUDA, Takashi; INABA, Ryoichi

2013-01-01

We examined the implementation of mental health prevention programs in Japanese workplaces and the costs and benefits. A cross-sectional survey targeting mental health program staff at 11 major companies was conducted. Questionnaires explored program implementation based on the guidelines of the Japanese Ministry of Health, Labor and Welfare. Labor, materials, outsourcing costs, overheads, employee mental discomfort, and absentee numbers, and work attendance were examined. Cost-benefit analyses were conducted from company perspectives assessing net benefits per employee and returns on investment. The surveyed companies employ an average of 1,169 workers. The implementation rate of the mental health prevention programs was 66% for primary, 51% for secondary, and 60% for tertiary programs. The program’s average cost was 12,608 yen per employee and the total benefit was 19,530 yen per employee. The net benefit per employee was 6,921 yen and the return on investment was in the range of 0.27–16.85. Seven of the 11 companies gained a net benefit from the mental health programs. PMID:24077445

14 CFR 120.115 - Employee Assistance Program (EAP).

Code of Federal Regulations, 2012 CFR

2012-01-01

... (CONTINUED) AIR CARRIERS AND OPERATORS FOR COMPENSATION OR HIRE: CERTIFICATION AND OPERATIONS DRUG AND ALCOHOL TESTING PROGRAM Drug Testing Program Requirements § 120.115 Employee Assistance Program (EAP). (a... employer's drug testing plan submitted to the FAA for approval. ...

14 CFR 120.115 - Employee Assistance Program (EAP).

Code of Federal Regulations, 2011 CFR

2011-01-01

... (CONTINUED) AIR CARRIERS AND OPERATORS FOR COMPENSATION OR HIRE: CERTIFICATION AND OPERATIONS DRUG AND ALCOHOL TESTING PROGRAM Drug Testing Program Requirements § 120.115 Employee Assistance Program (EAP). (a... employer's drug testing plan submitted to the FAA for approval. ...

14 CFR 120.115 - Employee Assistance Program (EAP).

Code of Federal Regulations, 2013 CFR

2013-01-01

... (CONTINUED) AIR CARRIERS AND OPERATORS FOR COMPENSATION OR HIRE: CERTIFICATION AND OPERATIONS DRUG AND ALCOHOL TESTING PROGRAM Drug Testing Program Requirements § 120.115 Employee Assistance Program (EAP). (a... employer's drug testing plan submitted to the FAA for approval. ...

14 CFR 120.115 - Employee Assistance Program (EAP).

Code of Federal Regulations, 2010 CFR

2010-01-01

... (CONTINUED) AIR CARRIERS AND OPERATORS FOR COMPENSATION OR HIRE: CERTIFICATION AND OPERATIONS DRUG AND ALCOHOL TESTING PROGRAM Drug Testing Program Requirements § 120.115 Employee Assistance Program (EAP). (a... employer's drug testing plan submitted to the FAA for approval. ...

20 CFR 632.254 - Program startup.

Code of Federal Regulations, 2010 CFR

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...

20 CFR 632.254 - Program startup.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 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...

20 CFR 632.254 - Program startup.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 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...

Managing problem employees: a model program and practical guide.

PubMed

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 Micro-Computer Based Employee Scheduling System for the Palo Alto Veterans Administration Medical Center

DTIC Science & Technology

1988-09-01

scheduler’s knowledge of available employees ’ experience levels. If the scheduler lacks first-hand knowledge of employee experience levels, then assistance ...to start a new system of rotating primary employees and asked that this capability be included in the program . Yet he had only a vague idea 29 about...competitive with the DBASE prototype. The LOTUS 123 program was based around a spreadsheet that contained all the job, employee and schedule form data in a

Cleared DoD Employees at Risk - Report 2 A Study of Barriers to Seeking Help

DTIC Science & Technology

2002-01-01

PERSEREC examined the relationship between DoD security policy and federally mandated employee assistance programs ( EAPs ) for civilians and...counseling/referral services for military personnel to identify any barriers for cleared DoD employees to using these programs . The study, based largely on...appendices that provides background information for the interested reader on such topics as the EAP movement, military counseling/referral programs , and DoD personnel security policies and programs .

18 CFR 1316.7 - Drug-free workplace.

Code of Federal Regulations, 2010 CFR

2010-04-01

... available drug counseling, rehabilitation, and employee assistance programs; and (iv) The penalties that may... prohibition; (2) Establish a drug-free awareness program to inform such employees about— (i) The dangers of... termination; or (ii) Require such employee to satisfactorily participate in a drug abuse assistance or...

Military Occupational Health Surveillance Program

DTIC Science & Technology

1979-06-01

Executive Order 11807 titled "Occupational Safety and Health Programs for Federal Employees " whicn requires an annual evaluation of the Occupational...Occupational Health Program is generally being administered by the Occupational Health Clinic where DA civilian employees identified as having potentially...1 are also subjected to a wide variety of potential cccupational health hazards. They often work right next to a DA civilian employee who receives

49 CFR 227.119 - Training program.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 49 Transportation 4 2011-10-01 2011-10-01 false Training program. 227.119 Section 227.119... Employees. § 227.119 Training program. (a) The railroad shall institute an occupational noise and hearing conservation training program for all employees included in the hearing conservation program. (1) The railroad...

49 CFR 655.14 - Education and training programs.

Code of Federal Regulations, 2011 CFR

2011-10-01

... 49 Transportation 7 2011-10-01 2011-10-01 false Education and training programs. 655.14 Section... OPERATIONS Program Requirements § 655.14 Education and training programs. Each employer shall establish an employee education and training program for all covered employees, including: (a) Education. The education...

49 CFR 655.14 - Education and training programs.

Code of Federal Regulations, 2010 CFR

2010-10-01

... 49 Transportation 7 2010-10-01 2010-10-01 false Education and training programs. 655.14 Section... OPERATIONS Program Requirements § 655.14 Education and training programs. Each employer shall establish an employee education and training program for all covered employees, including: (a) Education. The education...

49 CFR 655.14 - Education and training programs.

Code of Federal Regulations, 2012 CFR

2012-10-01

... 49 Transportation 7 2012-10-01 2012-10-01 false Education and training programs. 655.14 Section... OPERATIONS Program Requirements § 655.14 Education and training programs. Each employer shall establish an employee education and training program for all covered employees, including: (a) Education. The education...

49 CFR 655.14 - Education and training programs.

Code of Federal Regulations, 2014 CFR

2014-10-01

... 49 Transportation 7 2014-10-01 2014-10-01 false Education and training programs. 655.14 Section... OPERATIONS Program Requirements § 655.14 Education and training programs. Each employer shall establish an employee education and training program for all covered employees, including: (a) Education. The education...

49 CFR 655.14 - Education and training programs.

Code of Federal Regulations, 2013 CFR

2013-10-01

... 49 Transportation 7 2013-10-01 2013-10-01 false Education and training programs. 655.14 Section... OPERATIONS Program Requirements § 655.14 Education and training programs. Each employer shall establish an employee education and training program for all covered employees, including: (a) Education. The education...

KSC-2009-1871

NASA Image and Video Library

2009-02-25

CAPE CANAVERAL, Fla. – NASA's Chief Safety and Mission Assurance Officer, Bryan D. O'Connor (left), presents a Quality and Safety Achievement Recognition, or QASAR, award for 2008 to Steven M. Davis (center). Davis, an employee of the Defense Contract Management Agency at NASA's Kennedy Space Center, received the award for his attention to detail in an incident involving a space shuttle solid rocket booster. At right is Dr. Michael Ryschkewitsch, NASA's chief engineer. Davis received the award at NASA's sixth annual Project Management Challenge in Daytona Beach, Fla. The QASAR award recognizes individual government and contractor employees who have demonstrated exemplary performance in contributing to the quality and/or safety of products, services, processes or management programs and activities. Photo credit: NASA/Ben Smegelsky

An employee assistance program for caregiver support.

PubMed

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.

A pilot study of an online workplace nutrition program: the value of participant input in program development.

PubMed

Cousineau, Tara; Houle, Brian; Bromberg, Jonas; Fernandez, Kathrine C; Kling, Whitney C

2008-01-01

Tailored nutrition Web programs constitute an emerging trend in obesity prevention. Initial investment in innovative technology necessitates that the target population be well understood. This pilot study's purpose was to determine the feasibility of a workplace nutrition Web program. Formative research was conducted with gaming industry employees and benefits managers to develop a consensus on workplace-specific nutrition needs. A demonstration Web program was piloted with stakeholders to determine feasibility. Indiana, Mississippi, Nevada, and New Jersey gaming establishments. 86 employees, 18 benefits managers. Prototype Web program. Concept mapping; 16-item nutrition knowledge test; satisfaction. Concept mapping was used to aggregate importance ratings on programmatic content, which informed Web program curriculum. Chi-square tests were performed postintervention to determine knowledge improvement. (1) Employees and benefits managers exhibited moderate agreement about content priorities for the program (r = 0.48). (2) There was a significant increase in employees' nutrition knowledge scores postintervention (t = 7.16, df = 36, P < .001); those with less knowledge exhibited the greatest gains in knowledge scores (r = -0.647, P < .001). Employees and benefit managers do not necessarily agree on the priority of nutrition-related content, suggesting a need for programs to appeal to various stakeholders. Computer-based approaches can address various stakeholder health concerns via tailored, customized programming.

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

PubMed

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.

Schools Shape Up with Employee Wellness.

ERIC Educational Resources Information Center

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)

The Cornell Staff Retirement Incentive Program

ERIC Educational Resources Information Center

Whelan, Kenneth T.; Ehrenberg, Ronald G.; Hallock, Kevin F.; Seeber, Ronald L.

2011-01-01

We evaluate potential determinants of enrollment in an early retirement incentive program for non-tenure-track employees at a large university. Using administrative records on the eligible, population of employees not covered by collective bargaining agreements, historical employee count and layoff data by budget units, and public information on…

A Need for Economic Literacy in the Workplace.

ERIC Educational Resources Information Center

Rachal, Ken R.

1984-01-01

Employees should learn about other economic systems and how those systems compare to a free market economy. Businesses should develop economic education programs to instill confidence in their employees and improve employee morale. These programs can be carried out at minimum cost with maximum effect. (CT)

9 CFR 307.1 - Facilities for Program employees.

Code of Federal Regulations, 2014 CFR

2014-01-01

... INSPECTION AND CERTIFICATION FACILITIES FOR INSPECTION § 307.1 Facilities for Program employees. Office space... employees assigned thereto. The space set aside for this purpose shall meet with approval of the circuit... facilities exist in a nearby convenient location. Laundry service for inspectors' outer work clothing shall...

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

Federal Register 2010, 2011, 2012, 2013, 2014

2012-07-23

... OFFICE OF PERSONNEL MANAGEMENT Federal Employees Health Benefits Program: Medically Underserved Areas for 2013 AGENCY: U.S. Office of Personnel Management. ACTION: Notice of Medically Underserved... determination of the States that qualify as Medically Underserved Areas under the Federal Employees Health...

29 CFR 1926.503 - Training requirements.

Code of Federal Regulations, 2014 CFR

2014-07-01

... (CONTINUED) SAFETY AND HEALTH REGULATIONS FOR CONSTRUCTION Fall Protection § 1926.503 Training requirements... training program for each employee who might be exposed to fall hazards. The program shall enable each employee to recognize the hazards of falling and shall train each employee in the procedures to be followed...

29 CFR 1926.503 - Training requirements.

Code of Federal Regulations, 2013 CFR

2013-07-01

... (CONTINUED) SAFETY AND HEALTH REGULATIONS FOR CONSTRUCTION Fall Protection § 1926.503 Training requirements... training program for each employee who might be exposed to fall hazards. The program shall enable each employee to recognize the hazards of falling and shall train each employee in the procedures to be followed...

29 CFR 1926.503 - Training requirements.

Code of Federal Regulations, 2012 CFR

2012-07-01

... (CONTINUED) SAFETY AND HEALTH REGULATIONS FOR CONSTRUCTION Fall Protection § 1926.503 Training requirements... training program for each employee who might be exposed to fall hazards. The program shall enable each employee to recognize the hazards of falling and shall train each employee in the procedures to be followed...

29 CFR 1926.503 - Training requirements.

Code of Federal Regulations, 2011 CFR

2011-07-01

... (CONTINUED) SAFETY AND HEALTH REGULATIONS FOR CONSTRUCTION Fall Protection § 1926.503 Training requirements... training program for each employee who might be exposed to fall hazards. The program shall enable each employee to recognize the hazards of falling and shall train each employee in the procedures to be followed...

29 CFR 1926.503 - Training requirements.

Code of Federal Regulations, 2010 CFR

2010-07-01

... (CONTINUED) SAFETY AND HEALTH REGULATIONS FOR CONSTRUCTION Fall Protection § 1926.503 Training requirements... training program for each employee who might be exposed to fall hazards. The program shall enable each employee to recognize the hazards of falling and shall train each employee in the procedures to be followed...

Federal employees dental and vision insurance program. Final rule.

PubMed

2008-08-26

The Office of Personnel Management (OPM) is issuing final regulations to administer the Federal Employee Dental and Vision Benefits Enhancement Act of 2004, signed into law December 23, 2004. This law establishes dental and vision benefits programs for Federal employees, annuitants, and their eligible family members.

49 CFR 199.113 - Employee assistance program.

Code of Federal Regulations, 2013 CFR

2013-10-01

... MATERIALS SAFETY ADMINISTRATION, DEPARTMENT OF TRANSPORTATION (CONTINUED) PIPELINE SAFETY DRUG AND ALCOHOL TESTING Drug Testing § 199.113 Employee assistance program. (a) Each operator shall provide an employee... must be drug tested based on reasonable cause. The operator may establish the EAP as a part of its...

49 CFR 199.113 - Employee assistance program.

Code of Federal Regulations, 2010 CFR

2010-10-01

... MATERIALS SAFETY ADMINISTRATION, DEPARTMENT OF TRANSPORTATION (CONTINUED) PIPELINE SAFETY DRUG AND ALCOHOL TESTING Drug Testing § 199.113 Employee assistance program. (a) Each operator shall provide an employee... must be drug tested based on reasonable cause. The operator may establish the EAP as a part of its...

49 CFR 199.113 - Employee assistance program.

Code of Federal Regulations, 2012 CFR

2012-10-01

... MATERIALS SAFETY ADMINISTRATION, DEPARTMENT OF TRANSPORTATION (CONTINUED) PIPELINE SAFETY DRUG AND ALCOHOL TESTING Drug Testing § 199.113 Employee assistance program. (a) Each operator shall provide an employee... must be drug tested based on reasonable cause. The operator may establish the EAP as a part of its...

49 CFR 199.113 - Employee assistance program.

Code of Federal Regulations, 2011 CFR

2011-10-01

... MATERIALS SAFETY ADMINISTRATION, DEPARTMENT OF TRANSPORTATION (CONTINUED) PIPELINE SAFETY DRUG AND ALCOHOL TESTING Drug Testing § 199.113 Employee assistance program. (a) Each operator shall provide an employee... must be drug tested based on reasonable cause. The operator may establish the EAP as a part of its...

49 CFR 199.113 - Employee assistance program.

Code of Federal Regulations, 2014 CFR

2014-10-01

... MATERIALS SAFETY ADMINISTRATION, DEPARTMENT OF TRANSPORTATION (CONTINUED) PIPELINE SAFETY DRUG AND ALCOHOL TESTING Drug Testing § 199.113 Employee assistance program. (a) Each operator shall provide an employee... must be drug tested based on reasonable cause. The operator may establish the EAP as a part of its...

14 CFR 314.1 - Applicability.

Code of Federal Regulations, 2010 CFR

2010-01-01

... REGULATIONS EMPLOYEE PROTECTION PROGRAM General § 314.1 Applicability. Section 43 of the Airline Deregulation Act of 1978, Pub. L. 95-504, establishes an employee protection program. After a determination by DOT... assistance to certain employees of the carrier. This part sets out procedures for the Department to determine...

5 CFR 792.105 - Agency responsibilities.

Code of Federal Regulations, 2014 CFR

2014-01-01

... (CONTINUED) FEDERAL EMPLOYEES' HEALTH, COUNSELING, AND WORK/LIFE PROGRAMS Alcoholism and Drug Abuse Programs... referral services can offer and provide employees who have alcohol and/or drug problems short-term.../supervisor becomes aware that a Federal employee's use of alcohol and/or drugs may be contributing to a...

5 CFR 792.105 - Agency responsibilities.

Code of Federal Regulations, 2013 CFR

2013-01-01

... (CONTINUED) FEDERAL EMPLOYEES' HEALTH, COUNSELING, AND WORK/LIFE PROGRAMS Alcoholism and Drug Abuse Programs... referral services can offer and provide employees who have alcohol and/or drug problems short-term.../supervisor becomes aware that a Federal employee's use of alcohol and/or drugs may be contributing to a...

Study of nonparticipation in an employee diabetes program.

PubMed

Brna, Stephanie A; Ruisinger, Janelle F; Howard, Patricia A; Barnes, Brian J; Hare, Sarah E

2012-01-01

To determine factors that affect nonparticipation in an employee diabetes program and factors that may increase participation in future employee health programs. Participants in this cross-sectional study were adults with type 1 or type 2 diabetes, 18 to 80 years of age, who were covered by employer insurance but chose not to participate in an employer-sponsored diabetes program. Potential factors affecting program participation were assessed through a face-to-face or mailed survey. Of 204 employees or their dependents eligible for the diabetes program, 75 (37%) chose not to participate. Among the nonparticipants, 46 (61%) were eligible for this study. A total of 22 surveys were collected for a 48% response rate. The majority of those individuals surveyed (91%) were aware of the diabetes program and had been notified by mail (42%) or phone (29%). Of those surveyed, 33% did not believe that program incentives had been sufficiently explained to them. Work schedule was not found to be a determinant of participation. More than one-half (52%) of responders identified satisfaction with their current diabetes management as the most notable reason for nonparticipation in the employee diabetes program. This study demonstrated that the primary reason for program nonparticipation was patient satisfaction with current physician management of their diabetes. In the future, companies offering health programs should emphasize that the program is being offered to supplement and complement current disease state management, not to replace it.

Reaping benefits from intellectual capital.

PubMed

Weston, Marla J; Estrada, Nicolette A; Carrington, Jane

2007-01-01

The wealth and value of organizations are increasingly based on intellectual capital. Although acquiring talented individuals and investing in employee learning adds value to the organization, reaping the benefits of intellectual capital involves translating the wisdom of employees into reusable and sustained actions. This requires a culture that creates employee commitment, encourages learning, fosters sharing, and involves employees in decision making. An infrastructure to recognize and embed promising and best practices through social networks, evidence-based practice, customization of innovations, and use of information technology results in increased productivity, stronger financial performance, better patient outcomes, and greater employee and customer satisfaction.

20 CFR 631.40 - State program operational plan.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false State program operational plan. 631.40 Section 631.40 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR PROGRAMS... Federal-State Unemployment Compensation System, the Trade Adjustment Assistance Program, the State...

Characteristics and Pay of Federal Civilian Employees

DTIC Science & Technology

2007-03-01

of Federal Civilian Employees 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR(S) 5d. PROJECT NUMBER 5e. TASK NUMBER 5f...dental assistants , safety technicians, photographers, cartographic tech- nicians, and food inspectors. In December 2005, about 370,000 employees ...promotion program . CHARACTERISTICS AND PAY OF FEDERAL CIVILIAN EMPLOYEES 11pay. Sixty percent of them also switch to a different occu- pation when they

Federal White-Collar Employee Salary Reform

DTIC Science & Technology

1990-03-21

Richard L. Fogel Assistant Comptroller General for General Government Programs GAO strongly endorses actions to reform federal white-collar employee pay...compensation levels for the employees who manage and operate the programs . -" - CONSIDERATION OP PERFORMANCE LEVELS IN MAKING SALARY ADJUSTMENTS In our...Best Available Copy "AD-A280 667 Uupted S&awe Gener.) AmumgM Ofie eA CNGAO Testimony Pot Release Pederi1 Whit--Collar Employee Salary Reform on

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

NASA Astrophysics Data System (ADS)

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.

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

PubMed

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).

20 CFR 30.10 - Are all OWCP records relating to claims filed under EEOICPA considered confidential?

Code of Federal Regulations, 2012 CFR

2012-04-01

...' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT...

20 CFR 30.10 - Are all OWCP records relating to claims filed under EEOICPA considered confidential?

Code of Federal Regulations, 2014 CFR

2014-04-01

...' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT...

20 CFR 30.10 - Are all OWCP records relating to claims filed under EEOICPA considered confidential?

Code of Federal Regulations, 2010 CFR

2010-04-01

...' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT...

20 CFR 30.10 - Are all OWCP records relating to claims filed under EEOICPA considered confidential?

Code of Federal Regulations, 2013 CFR

2013-04-01

...' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT...

20 CFR 30.10 - Are all OWCP records relating to claims filed under EEOICPA considered confidential?

Code of Federal Regulations, 2011 CFR

2011-04-01

...' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT...

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

PubMed Central

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 of responses based on the program activities that should lead to the desired end results. This logic model may have significant public health impact, because it can serve as a framework for other US mass transit districts and worksite populations that face similar barriers to wellness, including truck drivers, railroad employees, and pilots. The objective of this article is to discuss the development of a logic model for a physical activity–based mass-transit employee wellness program by describing the target population, program theory, the components of the logic model, and the process of its development. PMID:25032838

Development of a logic model for a physical activity-based employee wellness program for mass transit workers.

PubMed

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

2014-07-17

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 of responses based on the program activities that should lead to the desired end results. This logic model may have significant public health impact, because it can serve as a framework for other US mass transit districts and worksite populations that face similar barriers to wellness, including truck drivers, railroad employees, and pilots. The objective of this article is to discuss the development of a logic model for a physical activity-based mass-transit employee wellness program by describing the target population, program theory, the components of the logic model, and the process of its development.

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

PubMed

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.

Child Care: A Business Investment That Works.

ERIC Educational Resources Information Center

Children's Action Alliance, Phoenix, AZ.

This publication explains to Arizona employers the effect of child care difficulties on the work force and profitablity and describes ways to help employees meet their child care needs. Discussion concerns the benefits of employee child care assistance programs, program options available to employees, and the steps required to implement the…

Perceptions of Employees and Supervisors of a Skills Training Program

ERIC Educational Resources Information Center

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,…

5 CFR 891.101 - Relationship to part 890 of this chapter.

Code of Federal Regulations, 2010 CFR

2010-01-01

... SERVICE REGULATIONS (CONTINUED) RETIRED FEDERAL EMPLOYEES HEALTH BENEFITS Administration and General... Employees Health Benefits Program which is governed by part 890 of this chapter. Part 890 of this chapter does not apply to the Retired Federal Employees Health Benefits Program which is governed by this part. ...

Employee Upgrading for a Quality Workforce.

ERIC Educational Resources Information Center

Drier, Harry N.; And Others

This training program is a model for recruiting and training counselors to address the career development and educational planning needs of current employees. Section A is directed to the instructor who will train counselors to provide career development assistance to employees of an organization. It describes the program concept and discusses…

Developing an Employee Volunteer Literacy Program. BCEL Bulletin. Issue No. 1.

ERIC Educational Resources Information Center

BCEL Bulletin, 1986

1986-01-01

This bulletin aims to provide guidance to business companies in developing an employee volunteer literacy program in which employees volunteer their time to assist in such aspects of community adult literacy campaigns as advocacy, public relations, fundraising, community leadership, and tutoring. A section on assessing local community needs…

5 CFR 892.101 - Definitions.

Code of Federal Regulations, 2010 CFR

2010-01-01

... employee or eligible family member loses coverage under FEHB or another group insurance coverage including... health plan as described in § 890.301 (i)(6). (11) An employee or eligible family member gains coverage.... FEHB Program means the Federal Employees Health Benefits Program described in 5 U.S.C. 8901. Open...

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

ERIC Educational Resources Information Center

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…

Strategies and Policies in Employee Assistance Programs.

ERIC Educational Resources Information Center

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…

20 CFR 632.259 - Vocational exploration program.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Vocational exploration program. 632.259 Section 632.259 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR INDIAN AND NATIVE AMERICAN EMPLOYMENT AND TRAINING PROGRAMS Summer Youth Employment and Training Programs § 632.259...

20 CFR 632.259 - Vocational exploration program.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Vocational exploration program. 632.259 Section 632.259 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR INDIAN AND NATIVE AMERICAN EMPLOYMENT AND TRAINING PROGRAMS Summer Youth Employment and Training Programs § 632.259...

20 CFR 632.259 - Vocational exploration program.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Vocational exploration program. 632.259 Section 632.259 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR INDIAN AND NATIVE AMERICAN EMPLOYMENT AND TRAINING PROGRAMS Summer Youth Employment and Training Programs § 632.259...

20 CFR 632.34 - Program income.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Program income. 632.34 Section 632.34 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR INDIAN AND NATIVE AMERICAN... carry out the program, notwithstanding the expiration of DOL financial assistance for that program. (c...

Workplace Wellness Programs to Promote Cancer Prevention.

PubMed

Soldano, Sharon K

2016-08-01

To define the diversity of and business case for workplace wellness programs, highlight best practices for a comprehensive health promotion program, and describe the opportunities for employees to become wellness advocates. Current literature and articles published between 2010 and 2016, Centers for Disease Control and Prevention, Health Enhancement Research Organization, National Business Group on Health, Wellness Councils of America, best practice program guidelines and internet resources. Employers are increasingly affected by rising health care costs and epidemic rates of obesity and associated chronic diseases within the workforce. Employers who offer workplace wellness programs can contribute to the overall health and well-being of their employees, improve employee productivity and retention, and reduce absenteeism and health care costs. Employees participating in workplace wellness programs can reduce their health risks and serve as health promotion advocates. Nurses can lead by example by participating in their workplace wellness programs, serving as an advocate to influence their employers and colleagues, and educating their patients regarding the benefits of workplace wellness programs. Copyright © 2016 Elsevier Inc. All rights reserved.

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

PubMed

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.

Systematic review of employer-sponsored wellness strategies and their economic and health-related outcomes.

PubMed

Kaspin, Lisa C; Gorman, Kathleen M; Miller, Ross M

2013-02-01

This review determines the characteristics and health-related and economic outcomes of employer-sponsored wellness programs and identifies possible reasons for their success. PubMed, ABI/Inform, and Business Source Premier databases, and Corporate Wellness Magazine were searched. English-language articles published from 2005 to 2011 that reported characteristics of employer-sponsored wellness programs and their impact on health-related and economic outcomes among US employees were accepted. Data were abstracted, synthesized, and interpreted. Twenty references were accepted. Wellness interventions were classified into health assessments, lifestyle management, and behavioral health. Improved economic outcomes were reported (health care costs, return on investment, absenteeism, productivity, workers' compensation, utilization) as well as decreased health risks. Programs associated with favorable outcomes had several characteristics in common. First, the corporate culture encouraged wellness to improve employees' lives, not only to reduce costs. Second, employees and leadership were strongly motivated to support the wellness programs and to improve their health in general. Third, employees were motivated by a participation-friendly corporate policy and physical environment. Fourth, successful programs adapted to the changing needs of the employees. Fifth, community health organizations provided support, education, and treatment. Sixth, successful wellness programs utilized technology to facilitate health risk assessments and wellness education. Improved health-related and economic outcomes were associated with employer-sponsored wellness programs. Companies with successful programs tended to include wellness as part of their corporate culture and supported employee participation in several key ways.

The Evaluation of an Employee Assistance Program.

ERIC Educational Resources Information Center

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)

20 CFR 30.303 - What information may OWCP request in connection with a claim under Part E of EEOICPA?

Code of Federal Regulations, 2014 CFR

2014-04-01

...' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT...

20 CFR 30.303 - What information may OWCP request in connection with a claim under Part E of EEOICPA?

Code of Federal Regulations, 2012 CFR

2012-04-01

...' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT...

20 CFR 30.16 - What penalties may be imposed in connection with a claim under the Act?

Code of Federal Regulations, 2013 CFR

2013-04-01

... PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS...

20 CFR 30.303 - What information may OWCP request in connection with a claim under Part E of EEOICPA?

Code of Federal Regulations, 2010 CFR

2010-04-01

...' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT...

20 CFR 30.303 - What information may OWCP request in connection with a claim under Part E of EEOICPA?

Code of Federal Regulations, 2013 CFR

2013-04-01

...' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT...

20 CFR 30.303 - What information may OWCP request in connection with a claim under Part E of EEOICPA?

Code of Federal Regulations, 2011 CFR

2011-04-01

...' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT...

Organizational Wellness Program Implementation and Evaluation: A Holistic Approach to Improve the Wellbeing of Middle Managers.

PubMed

Medina, Maria Del Consuelo; Calderon, Angelica; Blunk, Dan I; Mills, Brandy W; Leiner, Marie

2018-06-01

: Employee wellness programs can provide benefits to institutions as well as employees and their families. Despite the attempts of some organizations to implement programs that take a holistic approach to improve physical, mental, and social wellness, the most common programs are exclusively comprised of physical and nutritional components. In this study, we implemented a wellness program intervention, including training using a holistic approach to improve the wellbeing of middle managers in several multinational organizations. We included control and experimental groups to measure wellness and teamwork with two repeated measures. Our results indicated that employees receiving the intervention had improved measures of wellness and teamwork. A positive relationship was found between wellness and teamwork in the experimental group when compared with the control group. Taken together, the data suggest that implementation of these programs would provide valuable outcomes for both employees and organizations.

The NASA Energy Conservation Program

NASA Technical Reports Server (NTRS)

Gaffney, G. P.

1977-01-01

Large energy-intensive research and test equipment at NASA installations is identified, and methods for reducing energy consumption outlined. However, some of the research facilities are involved in developing more efficient, fuel-conserving aircraft, and tradeoffs between immediate and long-term conservation may be necessary. Major programs for conservation include: computer-based systems to automatically monitor and control utility consumption; a steam-producing solid waste incinerator; and a computer-based cost analysis technique to engineer more efficient heating and cooling of buildings. Alternate energy sources in operation or under evaluation include: solar collectors; electric vehicles; and ultrasonically emulsified fuel to attain higher combustion efficiency. Management support, cooperative participation by employees, and effective reporting systems for conservation programs, are also discussed.

29 CFR 1405.11 - Effect on employee benefits.

Code of Federal Regulations, 2011 CFR

2011-07-01

... 29 Labor 4 2011-07-01 2011-07-01 false Effect on employee benefits. 1405.11 Section 1405.11 Labor...-time Employment Program § 1405.11 Effect on employee benefits. Career part-time employees are entitled to coverage under the Federal Employees Group Life Insurance and Federal Employees Health Benefits...

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

PubMed

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.

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

PubMed

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.

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

PubMed

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.

A Health Promotion Program for School Personnel.

ERIC Educational Resources Information Center

Flack, Vilma T.; Kilcoyne, Martha E., Jr.

1984-01-01

Programs that provide support for the health and well-being of school employees are rare. A health promotion program focusing on self-help is discussed in this article. Methods of program development and implementation are presented. Results indicate that school employees can be trained to facilitate a health promotion program in the school…

20 CFR 633.305 - General benefits and working conditions for program participants.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false General benefits and working conditions for program participants. 633.305 Section 633.305 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR MIGRANT AND SEASONAL FARMWORKER PROGRAMS Program Design and Administrative Procedures...

20 CFR 633.321 - Performance standards for section 402 programs.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Performance standards for section 402 programs. 633.321 Section 633.321 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR MIGRANT AND SEASONAL FARMWORKER PROGRAMS Program Design and Administrative Procedures § 633.321...

20 CFR 638.500 - Orientation program.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Orientation program. 638.500 Section 638.500 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR JOB CORPS PROGRAM UNDER TITLE IV-B OF THE JOB TRAINING PARTNERSHIP ACT Center Operations § 638.500 Orientation program. The...

20 CFR 637.210 - Incentive bonus program applications.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 3 2010-04-01 2010-04-01 false Incentive bonus program applications. 637.210 Section 637.210 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR PROGRAMS UNDER TITLE V OF THE JOB TRAINING PARTNERSHIP ACT Program Planning and Operation § 637.210 Incentive...

5 CFR 890.804 - Coverage.

Code of Federal Regulations, 2014 CFR

2014-01-01

... EMPLOYEES HEALTH BENEFITS PROGRAM Benefits for Former Spouses § 890.804 Coverage. (a) Type of enrollment. A... employee, former employee or employee annuitant, provided such child is not otherwise covered by a health...

Implementation and outcomes of a comprehensive worksite health promotion program.

PubMed

Renaud, Lise; Kishchuk, Natalie; Juneau, Martin; Nigam, Anil; Téreault, Karine; Leblanc, Marie-Claude

2008-01-01

This paper reports on the implementation and results of a three-year comprehensive worksite health promotion program called Take care of your health!, delivered at a single branch of a large financial organization with 656 employees at the beginning of the implementation period and 905 at the end. The program included six educational modules delivered over a three-year period. A global health profile was part of the first and last modules. The decision to implement the program coincided with an overall program of organizational renewal. The data for this evaluation come from four sources: analysis of changes in employee health profiles between the first and last program sessions (n=270); questionnaires completed by participating employees at the end of the program (n=169); organizational data on employee absenteeism and turnover; and qualitative interviews with company managers (n=9). Employee participation rates in the six modules varied between 39% and 76%. The assessment of health profile changes showed a significant increase in the Global Health Score. Participants were significantly more likely to report more frequent physical activity and better nutritional practices. The proportion of smokers among participants was significantly reduced (p = 0.0147). Also reduced significantly between the two measurements were self-assessment of high stress inside and outside the workplace, stress signs, and feelings of depression. Employees were highly satisfied with the program and felt that it had impacts on their knowledge and capacities to manage their health behaviour. During the same period, absenteeism in the organization declined by 28% and turnover by 54%. From the organization's perspective, program implementation was very successful. This study's results are in line with previous findings of significant benefits to organizations and employees from worksite health promotion. The close relationship between the program outcomes and the overall process of organizational renewal that it accompanied supports previous arguments that worksite health promotion will be most effective when it promotes overall organizational health.

"Inclusive Working Life" in Norway--experience from "Models of Good Practice" enterprises.

PubMed

Lie, Arve

2008-08-01

To determine whether enterprises belonging to the Bank of Models of Good Practice were more successful than average Norwegian enterprises in the reduction of sickness absence, promotion of early return to work, and prevention of early retirement. In 2004 we selected 86 enterprises with a total of approximately 90000 employees from the Inclusive Working Life (IWL) Bank of Models of Good Practice. One representative of workers and one of management from each enterprise received a questionnaire on the aims, organization, and the results of the IWL program by mail. Data on sickness absence, use of early retirement, and disability retirement in the 2000-2004 period were collected from the National Insurance Registry. Data on comparable enterprises were obtained from the National Bureau of Statistics. The response rate was 65%. Although the IWL campaign was directed at reducing sickness absence, preventing early retirement, and promoting employment of the functionally impaired, most attention was paid to reducing sickness absence. Sickness absence rate in Models of Good Practice enterprises (8.2%) was higher than in comparable enterprises that were not part of the Models of Good Practice (6.9%). Implementation of many IWL activities, empowerment and involvement of employees, and good cooperation with the occupational health service were associated with a lower rate of sickness absence. On average, 0.7% new employees per year received disability pension, which is a significantly lower percentage than expected on the basis of the rate of 1.3% per year in comparable enterprises. Frequent use of disability pensioning was associated with high rate of sickness absence and having many employees older than 50 years. On average, 0.4% employees per year received early retirement compensation, which was expected on the basis of national estimates. Frequent use of early retirement was associated with having many employees older than 50 years. Models of Good Practice enterprises had a higher than expected sickness absence rate. This indicates that it is difficult to identify Models of Good Practice enterprises and that they cannot be treated as role model enterprises. Good cooperation with the occupational health service and the empowerment and involvement of the employees is associated with a low sickness absence rate.

5 CFR 890.1306 - Government premium contributions.

Code of Federal Regulations, 2013 CFR

2013-01-01

... REGULATIONS (CONTINUED) FEDERAL EMPLOYEES HEALTH BENEFITS PROGRAM Department of Defense Federal Employees Health Benefits Program Demonstration Project § 890.1306 Government premium contributions. The Secretary...

5 CFR 890.1306 - Government premium contributions.

Code of Federal Regulations, 2014 CFR

2014-01-01

... REGULATIONS (CONTINUED) FEDERAL EMPLOYEES HEALTH BENEFITS PROGRAM Department of Defense Federal Employees Health Benefits Program Demonstration Project § 890.1306 Government premium contributions. The Secretary...

The Faithless Employee: A Case Involving the Legal and Accounting Issues Associated with Employee Theft of Company Funds

ERIC Educational Resources Information Center

Gruber, Robert; Molloy, James

2005-01-01

This case explores the areas of public accounting/auditing and business law as they relate to the conduct of an employee who intentionally and unlawfully obtains, and, negotiates for his own benefit, his employer's negotiable instruments (checks). In particular, this case involves an accountant who unlawfully acquired negotiable instruments,…

Workforce Characteristics and Attitudes Regarding Participation in Worksite Wellness Programs.

PubMed

Hall, Jennifer L; Kelly, Kevin M; Burmeister, Leon F; Merchant, James A

2017-09-01

To estimate workforce participation characteristics and employees' attitudes regarding participation in workplace wellness programs. Data from a statewide stratified random sample were used to compare small (<50 employees) and larger (50+ employees) workplaces to estimate participation in screening programs and likelihood of participation in workplace wellness programs. A telephone survey of employed Iowans registered to vote. Surveyed were 1171 employed Iowans registered to vote, ages 18 to 65. Among questionnaire survey modules were items from the Wellness Council of America Employee Needs and Interest Survey, the U.S. Census Bureau for employment documentation, and the World Health Organization Health and Work Performance Questionnaire for assessment of sickness absenteeism and presenteeism. Prevalence of participation in screening and wellness programs was analyzed by employment size and levels of likeliness to participate, and multivariable analyses of employee baseline characteristics regarding participation in screening programs and likelihood of participation in wellness programs was presented as top and bottom quartiles. Those employed in smaller workplaces participated less often in screening programs. Multivariable models identified male gender and those with an abnormal body mass index were associated with nonparticipation, while having a primary care physician was associated with participation. Very few items showed significant statistical difference in willingness to participate. Workforce characteristics and access to health care may influence participation in screening and wellness programs. Employment size is not a determining factor for willingness to participate in wellness programs.

Equal Employment Opportunity Enhancement Program for Civilian Navy Employees: End of Fellowship Report

DTIC Science & Technology

1988-01-01

CTlr FILE copy2 EQUAL EMPLOYMENT OPPORTUNITY ENHANCEMENT PROGRAM FOR CIVILIAN NAVY EMPLOYEES: END OF FELLOWSHIP REPORT0 Lfl (V) Submitted by I Jack E...Specialization: Industrial/Organizational Psychology S8 12 21 o6o 3 EQUAL EMPLOYMENT OPPORTUNITY ENHANCEMENT PROGRAM FOR CIVILIAN NAVY EMPLOYEES: END OF...Problem Each Navy activity establishes equal employment opportunity (EEO) goals proportional to the racial/ethnic and gender composition of workers

Improve employee engagement to retain your workforce.

PubMed

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.

Ethics in Worksite Health Programming: Who Is Served?

ERIC Educational Resources Information Center

Roman, Paul M.; Blum, Terry C.

1987-01-01

Based on extensive research experience with employee assistance programs, ethical issues concerning employee assistance and wellness/health promotion programs are considered at three levels: (1) the individual level, (2) the organizational level, and (3) the interorganizational level. (Author/CH)

Childcare Programs Benefit Employers, Too.

ERIC Educational Resources Information Center

Petersen, Donald J.; Massengill, Douglas

1988-01-01

The person selecting a childcare program should consider how various plans would benefit employers as well as employees. The needs of the employees and the company must be considered and the options, benefits, and drawbacks of programs must be studied. (JOW)

Incentives, Program Configuration, and Employee Uptake of Workplace Wellness Programs.

PubMed

Huang, Haijing; Mattke, Soeren; Batorsky, Benajmin; Miles, Jeremy; Liu, Hangsheng; Taylor, Erin

2016-01-01

The aim of this study was to determine the effect of wellness program configurations and financial incentives on employee participation rate. We analyze a nationally representative survey on workplace wellness programs from 407 employers using cluster analysis and multivariable regression analysis. Employers who offer incentives and provide a comprehensive set of program offerings have higher participation rates. The effect of incentives differs by program configuration, with the strongest effect found for comprehensive and prevention-focused programs. Among intervention-focused programs, incentives are not associated with higher participation. Wellness programs can be grouped into distinct configurations, which have different workplace health focuses. Although monetary incentives can be effective in improving employee participation, the magnitude and significance of the effect is greater for some program configurations than others.

20 CFR 30.114 - What kind of evidence is needed to establish a compensable medical condition and how will that...

Code of Federal Regulations, 2011 CFR

2011-04-01

... Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES... records, death certificates, x-rays, magnetic resonance images or reports, computer axial tomography or...

20 CFR 30.114 - What kind of evidence is needed to establish a compensable medical condition and how will that...

Code of Federal Regulations, 2010 CFR

2010-04-01

... Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES... records, death certificates, x-rays, magnetic resonance images or reports, computer axial tomography or...

20 CFR 30.114 - What kind of evidence is needed to establish a compensable medical condition and how will that...

Code of Federal Regulations, 2012 CFR

2012-04-01

... Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES... records, death certificates, x-rays, magnetic resonance images or reports, computer axial tomography or...

Twelve Steps in Developing a Schoolsite Health Education/Promotion Program for Faculty and Staff.

ERIC Educational Resources Information Center

McKenzie, James F.

1988-01-01

School districts may benefit by establishing health education/ promotion programs for its employees. Twelve steps in doing so are presented. Health benefits will accrue to employees while employers'"bottom line" will be reduced by their investment in employees' health. Detailed planning steps are outlined. (Author/JL)

Sprint's Social Media Ninja Program: A Model for Teaching Consumer Relations

ERIC Educational Resources Information Center

Gilliland, Rebecca A.

2017-01-01

This study reviews the application of a new training model, Sprint's Social Media Ninja program, an innovative approach to using new media to initiate change. Sprint recognized change management must occur from employee ambassadors to relevant audiences including consumers and other employees. By teaching volunteer employees the strategic message…

Impact of Employee Assistance Programs on Substance Abusers and Workplace Safety

ERIC Educational Resources Information Center

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…

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

ERIC Educational Resources Information Center

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…

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

ERIC Educational Resources Information Center

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…

Employee Assistance. A Critique of Three Corporate Drug Abuse Policies.

ERIC Educational Resources Information Center

Good, Roger K.

1986-01-01

Three employee assistance programs designed to combat employee drug abuse are described and evaluated. The author also provides guidelines to consider when designing a substance abuse program: consult all departments that can make a contribution; keep abreast of technical support; and seek outside help if there is no help available within the…

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

ERIC Educational Resources Information Center

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)

20 CFR 30.103 - How does a claimant make sure that OWCP has the evidence necessary to process the claim?

Code of Federal Regulations, 2013 CFR

2013-04-01

... WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000 CLAIMS FOR COMPENSATION UNDER THE ENERGY EMPLOYEES OCCUPATIONAL ILLNESS COMPENSATION... substitute forms. Form No. Title (1) EE-1 Claim for Benefits Under the Energy Employees Occupational Illness...

Federal Personnel Research Programs and Demonstration Projects: Catalysts for Change

DTIC Science & Technology

1992-12-01

47 of title 5 involves the temporary some checks and balances to safeguard affected waiver of Federal personnel law or regulation, employees’ rights...continue a recent report on balancing work respon- successful change at the end of a demon- sibilities and family needs identified stration project...Protection Board, " Balancing Work Responsibilities and Family Needs: The Federal Civil Service Response," Washington, DC, November 1991, pp. 59-62. 25

The National Shipbuilding Research Program. Gainsharing-Employee Involvement in a Shipyard/Assembly Yard

DTIC Science & Technology

1987-06-01

Administration and U.S. NAVY in cooperation with Bethlehem Steel Corporation Marine Construction Division Report Documentation Page Form ApprovedOMB No...0704-0188 Public reporting burden for the collection of information is estimated to average 1 hour per response , including the time for reviewing... RESPONSIBLE PERSON a. REPORT unclassified b. ABSTRACT unclassified c. THIS PAGE unclassified Standard Form 298 (Rev. 8-98) Prescribed by ANSI Std Z39

5 CFR 890.1308 - Carrier participation.

Code of Federal Regulations, 2011 CFR

2011-01-01

... (CONTINUED) FEDERAL EMPLOYEES HEALTH BENEFITS PROGRAM Department of Defense Federal Employees Health Benefits... FEHB Program and provide benefits to enrollees in the geographic areas selected as demonstration...

5 CFR 890.1308 - Carrier participation.

Code of Federal Regulations, 2014 CFR

2014-01-01

... (CONTINUED) FEDERAL EMPLOYEES HEALTH BENEFITS PROGRAM Department of Defense Federal Employees Health Benefits... FEHB Program and provide benefits to enrollees in the geographic areas selected as demonstration...

5 CFR 890.1308 - Carrier participation.

Code of Federal Regulations, 2012 CFR

2012-01-01

... (CONTINUED) FEDERAL EMPLOYEES HEALTH BENEFITS PROGRAM Department of Defense Federal Employees Health Benefits... FEHB Program and provide benefits to enrollees in the geographic areas selected as demonstration...

5 CFR 890.1308 - Carrier participation.

Code of Federal Regulations, 2013 CFR

2013-01-01

... (CONTINUED) FEDERAL EMPLOYEES HEALTH BENEFITS PROGRAM Department of Defense Federal Employees Health Benefits... FEHB Program and provide benefits to enrollees in the geographic areas selected as demonstration...

Health Promotion and Wellness Programs: An Insight into the Fortune 500.

ERIC Educational Resources Information Center

Forouzesh, Mohammed Reza; Ratzker, Leslie E.

1985-01-01

Employee health promotion and wellness programs have become a popular method of decreasing employee health care costs. The characteristics of worksite health-promotion programs were surveyed in a study of Fortune 500 companies. This study also served to examine the extent of activities offered in these programs. (DF)

20 CFR 628.701 - Program goals and objectives.

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 3 2011-04-01 2011-04-01 false Program goals and objectives. 628.701 Section 628.701 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT The Summer Youth Employment and Training Program § 628.701...

20 CFR 628.701 - Program goals and objectives.

Code of Federal Regulations, 2012 CFR

2012-04-01

... 20 Employees' Benefits 3 2012-04-01 2012-04-01 false Program goals and objectives. 628.701 Section 628.701 Employees' Benefits EMPLOYMENT AND TRAINING ADMINISTRATION, DEPARTMENT OF LABOR PROGRAMS UNDER TITLE II OF THE JOB TRAINING PARTNERSHIP ACT The Summer Youth Employment and Training Program § 628.701...

Nutrition Programs in the Workplace. WBGH Worksite Wellness Series.

ERIC Educational Resources Information Center

Glanz, Karen

As is the case with other worksite wellness programs, company-sponsored nutrition programs have been expanding both in numbers and in depth. Besides offering a convenient health-enhancing benefit to employees, worksite nutrition programs benefit business by preventing several costly nutrition-related health problems, enhancing employees' overall…

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

ERIC Educational Resources Information Center

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)

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

PubMed

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.

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

PubMed Central

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. PMID:2728498

Loyalty-based management.

PubMed

Reichheld, F F

1993-01-01

Despite a flurry of activities aimed at serving customers better, few companies have systematically revamped their operations with customer loyalty in mind. Instead, most have adopted improvement programs ad hoc, and paybacks haven't materialized. Building a highly loyal customer base must be integral to a company's basic business strategy. Loyalty leaders like MBNA credit cards are successful because they have designed their entire business systems around customer loyalty--a self-reinforcing system in which the company delivers superior value consistently and reinvents cash flows to find and keep high-quality customers and employees. The economic benefits of high customer loyalty are measurable. When a company consistently delivers superior value and wins customer loyalty, market share and revenues go up, and the cost of acquiring new customers goes down. The better economics mean the company can pay workers better, which sets off a whole chain of events. Increased pay boosts employee moral and commitment; as employees stay longer, their productivity goes up and training costs fall; employees' overall job satisfaction, combined with their experience, helps them serve customers better; and customers are then more inclined to stay loyal to the company. Finally, as the best customers and employees become part of the loyalty-based system, competitors are left to survive with less desirable customers and less talented employees. To compete on loyalty, a company must understand the relationships between customer retention and the other parts of the business--and be able to quantify the linkages between loyalty and profits. It involves rethinking and aligning four important aspects of the business: customers, product/service offering, employees, and measurement systems.

Employee Involvement and Organizational Citizenship: Implications for Labor Law Reform and "Lean Production."

ERIC Educational Resources Information Center

Cappelli, Peter; Rogovsky, Nikolai

1998-01-01

Organizational citizenship--behavior that promotes organizations without explicit reward--was measured in a survey of 512 employees and 91 supervisors. Involvement in work organization increased citizenship behavior indirectly by changing job characteristics. Involvement in decisions about employment practices had little or no effect. (SK)

Recruitment and retention of blood donors in four Canadian cities: an analysis of the role of community and social networks.

PubMed

Smith, André; Matthews, Ralph; Fiddler, Jay

2013-12-01

This study approaches the decision to donate blood as a dynamic process involving interplay between blood donors' personal motives, donors' social contexts, and the donor recruitment and retention activities of blood collection agencies. Data were gathered from four blood donation clinics using in-depth interviews with Canadian Blood Services employees, donors, and nondonors in 25 organizations participating in Life Link, a donor recruitment program that supports organizations to educate employees about the benefits of blood donation. Further data were obtained from ethnographic observations of blood collection and donor recruitment activities. Thematic analysis resulted in three umbrella themes: leveraging social networks, embedding the clinic in the community, and donating blood and social reciprocity. Donor recruitment activities at all four clinics enhanced awareness of blood donation in the workplace by using experienced donors to motivate their coworkers in making a first-time donation. Clinic employees reported varying success in improving awareness of blood donation in the broader community, in part because of varying employee engagement in community-wide activities and celebrations. Altruistic motives were mentioned by experienced donors, who also identified a desire to reciprocate to their community as another strong motive. This study contextualizes donor recruitment and retention as involving activities that tie blood donation to meaningful aspects of donors' social networks and community. The findings point to the need for further analyses of the institutional dimensions of blood donation to develop effective strategies beyond appeals to altruism. © 2013 American Association of Blood Banks.

20 CFR 10.506 - May the employer monitor the employee's medical care?

Code of Federal Regulations, 2011 CFR

2011-04-01

... 20 Employees' Benefits 1 2011-04-01 2011-04-01 false May the employer monitor the employee's medical care? 10.506 Section 10.506 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR FEDERAL EMPLOYEES' COMPENSATION ACT CLAIMS FOR COMPENSATION UNDER THE FEDERAL EMPLOYEES' COMPENSATION ACT, AS AMENDED Continuing Benefit...

20 CFR 10.506 - May the employer monitor the employee's medical care?

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false May the employer monitor the employee's medical care? 10.506 Section 10.506 Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR FEDERAL EMPLOYEES' COMPENSATION ACT CLAIMS FOR COMPENSATION UNDER THE FEDERAL EMPLOYEES' COMPENSATION ACT, AS AMENDED Continuing Benefit...

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

ERIC Educational Resources Information Center

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)

Employee Assistance Programs in Canada.

ERIC Educational Resources Information Center

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)

10 CFR 708.11 - Will an employee's identity be kept confidential if the employee so requests?

Code of Federal Regulations, 2010 CFR

2010-01-01

... 10 Energy 4 2010-01-01 2010-01-01 false Will an employee's identity be kept confidential if the... PROGRAM Employee Complaint Resolution Process § 708.11 Will an employee's identity be kept confidential if the employee so requests? No. The identity of an employee who files a complaint under this part...

10 CFR 708.11 - Will an employee's identity be kept confidential if the employee so requests?

Code of Federal Regulations, 2014 CFR

2014-01-01

... 10 Energy 4 2014-01-01 2014-01-01 false Will an employee's identity be kept confidential if the... PROGRAM Employee Complaint Resolution Process § 708.11 Will an employee's identity be kept confidential if the employee so requests? No. The identity of an employee who files a complaint under this part...

10 CFR 708.11 - Will an employee's identity be kept confidential if the employee so requests?

Code of Federal Regulations, 2011 CFR

2011-01-01

... 10 Energy 4 2011-01-01 2011-01-01 false Will an employee's identity be kept confidential if the... PROGRAM Employee Complaint Resolution Process § 708.11 Will an employee's identity be kept confidential if the employee so requests? No. The identity of an employee who files a complaint under this part...

10 CFR 708.11 - Will an employee's identity be kept confidential if the employee so requests?

Code of Federal Regulations, 2013 CFR

2013-01-01

... 10 Energy 4 2013-01-01 2013-01-01 false Will an employee's identity be kept confidential if the... PROGRAM Employee Complaint Resolution Process § 708.11 Will an employee's identity be kept confidential if the employee so requests? No. The identity of an employee who files a complaint under this part...

10 CFR 708.11 - Will an employee's identity be kept confidential if the employee so requests?

Code of Federal Regulations, 2012 CFR

2012-01-01

... 10 Energy 4 2012-01-01 2012-01-01 false Will an employee's identity be kept confidential if the... PROGRAM Employee Complaint Resolution Process § 708.11 Will an employee's identity be kept confidential if the employee so requests? No. The identity of an employee who files a complaint under this part...

Employee recognition: a key to motivation.

PubMed

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.

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

PubMed

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.

Effectiveness of a Type 2 Diabetes Screening Intervention in the Canadian Workplace.

PubMed

Tarride, Jean-Eric; Smofsky, Allan; Nykoliation, Priscilla; Allain, Stephen; Lewis-Daly, Linda; Satok, David; Schwartz, Jeremy; Pollack, Joshua Hart; Guertin, Jason Robert; McIntyre, Roger S

2017-12-18

There is a lack of Canadian data concerning the effectiveness of diabetes interventions in the workplace. The objective of this study was to evaluate the effectiveness of Motivaction, a diabetes screening and education pilot program, in the workplace. The Motivaction program involves a voluntary web-based diabetes health-risk assessment, the Canadian Diabetes Risk Questionnaire (CANRISK), combined with an opportunity for those eligible (i.e. having diabetes or having a CANRISK score ≥21) to attend 2 on-site biometric screening meetings with a registered nurse and 4 educational sessions by telephone with a certified diabetes educator. Biometric data, as well as information about self-efficacy, lifestyle changes, productivity, well-being, mental health and program satisfaction, were collected at baseline and at 6 months. Attendance at the initial and 6-month clinical visits included 293 people. At baseline, 21% were identified as having prediabetes (13%) or having diabetes (8%). Statistically significant reductions in glycated hemoglobin levels from baseline to the study's end were observed in those with prediabetes or diabetes. No statistically significant changes in glycated hemoglobin levels were observed in individuals with normal levels or in those at risk for diabetes at baseline. No statistical differences were observed in terms of productivity or mental health for the full population or across diabetes-risk categories. More than 90% of employees would recommend the Motivaction program to other employers. This study provides a framework for future diabetes interventions in the workplace and demonstrates that workplace interventions may reduce employees' diabetes risk levels and are valued by employees. Copyright © 2018 The Authors. Published by Elsevier Inc. All rights reserved.

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

PubMed

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.

Job Involvement and Organizational Commitment of Employees of Prehospital Emergency Medical System

PubMed Central

Rahati, Alireza; Sotudeh-Arani, Hossein; Adib-Hajbaghery, Mohsen; Rostami, Majid

2015-01-01

Background: Several studies are available on organizational commitment of employees in different organizations. However, the organizational commitment and job involvement of the employees in the prehospital emergency medical system (PEMS) of Iran have largely been ignored. Objectives: This study aimed to investigate the organizational commitment and job involvement of the employees of PEMS and the relationship between these two issues. Materials and Methods: This cross-sectional study was conducted on 160 employees of Kashan PEMS who were selected through a census method in 2014. A 3-part instrument was used in this study, including a demographic questionnaire, the Allen and Miller’s organizational commitment inventory, and the Lodahl and Kejner’s job involvement inventory. We used descriptive statistics, Spearman correlation coefficient, Kruskal-Wallis, Friedman, analysis of variance, and Tukey post hoc tests to analyze the data. Results: The mean job involvement and organizational commitment scores were 61.78 ± 10.69 and 73.89 ± 13.58, respectively. The mean scores of job involvement and organizational commitment were significantly different in subjects with different work experiences (P = 0.043 and P = 0.012, respectively). However, no significant differences were observed between the mean scores of organizational commitment and job involvement in subjects with different fields of study, different levels of interest in the profession, and various educational levels. A direct significant correlation was found between the total scores of organizational commitment and job involvement of workers in Kashan PEMS (r = 0.910, P < 0.001). Conclusions: This study showed that the employees in the Kashan PEMS obtained half of the score of organizational commitment and about two-thirds of the job involvement score. Therefore, the higher level managers of the emergency medical system are advised to implement some strategies to increase the employees’ job involvement and organizational commitment. PMID:26835470

5 CFR 531.605 - Determining an employee's official worksite.

Code of Federal Regulations, 2010 CFR

2010-01-01

... telework agreement, the following rules apply: (1) If the employee is scheduled to work at least twice each... duties. (2) If the employee's work involves recurring travel or the employee's work location varies on a recurring basis, the official worksite is the location where the work activities of the employee's position...

Implementation of the TsunamiReady Supporter Program in Puerto Rico

NASA Astrophysics Data System (ADS)

Flores Hots, V. E.; Vanacore, E. A.; Gonzalez Ruiz, W.; Gomez, G.

2016-12-01

The Puerto Rico Seismic Network (PRSN) manages the PR Tsunami Program (NTHMP), including the TsunamiReady Supporter Program. Through this program the PRSN helps private organizations, businesses, facilities or local government entities to willingly engage in tsunami planning and preparedness that meet some requirements established by the National Weather Service. TsunamiReady Supporter organizations are better prepared to respond to a tsunami emergency, developing a response plan (using a template that PRSN developed and provides), and reinforcing their communication systems including NOAA radio, RSS, and loud speakers to receive and disseminate the alerts issued by the NWS and the Tsunami Warning Centers (TWC). The planning and the communication systems added to the training that PRSN provides to the staff and employees, are intend to help visitors and employees evacuate the tsunami hazard zone to the nearest assembly point minimizing loss of life. Potential TsunamiReady Supporters include, but are not limited to, businesses, schools, churches, hospitals, malls, utilities, museums, beaches, and harbors. However, the traditional targets for such programs are primarily tourism sites and hotels where people unaware of the tsunami hazard may be present. In 2016 the Tsunami Ready Program guided four businesses to achieve the TsunamiReady Supporter recognition. Two facilities were hotels near or inside the evacuation zone. The other facilities were the first and only health center and supermarket to be recognized in the United States and US territories. Based on the experience of preparing the health center and supermarket sites, here we present two case studies of how the TsunamiReady Supporter Program can be applied to non-traditional facilities as well as how the application of this program to such facilities can improve tsunami hazard mitigation. Currently, we are working on expanding the application of this program to non-traditional facilities by working with a banking facility located in a tsunami evacuation zone increasing their capacity to manage a tsunami event and to reinforce the entity's involvement in developing a plan for their clients and employees to evacuate the area and head to a safe place.

Do all types of restructuring threaten employees' well-being? An exploratory study.

PubMed

Widerszal-Bazyl, Maria; Mockałło, Zofia

2015-01-01

Most research on the negative impact of restructuring on employees' health considers restructuring involving personnel reduction. The aim of this study was to explore the assumption that the type of restructuring, business expansion versus restructuring not involving expansion (only reductions and/or change of ownership), influences its psychological responses: appraisal of the change, psychosocial working conditions and well-being after the change. The study was carried out among 857 employees that experienced restructuring in 2009 and/or 2010 and 538 employees from companies not restructured at that time. The main variables, i.e., assessment of change in terms of personal benefits and losses, psychosocial job characteristics and well-being were measured using a questionnaire developed in "The psychological health and well-being in restructuring: key effects and mechanisms" project (PSYRES). It was found that the employees who experienced business expansion in comparison to those who experienced exclusively change of ownership had a higher appraisal of change, while those who experienced restructuring not involving business expansion did not differ from those who experienced change of ownership. As far as psychosocial working conditions are concerned, those employees who experienced exclusively business expansion did not differ from those in the not restructured companies (except for quantitative demands that were higher), while most psychosocial working conditions of the employees who experienced restructuring not involving expansion were poorer than in the not restructured companies. Also, well-being measures of the employees who experienced exclusively business expansion did not differ from those in the not restructured companies (except for innovative behavior that was even higher), while well-being measure of those who experienced restructuring not involving expansion was poorer than of those in the not restructured companies. Restructuring involving exclusively business expansion is not a threat to psychosocial job characteristics (except for quantitative demands) or to employees' well-being. Therefore, the type of restructuring should be taken into account when the restructuring--psychological health relationship is discussed. This work is available in Open Access model and licensed under a CC BY-NC 3.0 PL license.

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

PubMed

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.

20 CFR 30.411 - What happens if the opinion of the physician selected by OWCP differs from the opinion of the...

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 1 2010-04-01 2010-04-01 false What happens if the opinion of the physician... Employees' Benefits OFFICE OF WORKERS' COMPENSATION PROGRAMS, DEPARTMENT OF LABOR ENERGY EMPLOYEES... OCCUPATIONAL ILLNESS COMPENSATION PROGRAM ACT OF 2000, AS AMENDED Medical and Related Benefits Directed Medical...

20 CFR 402.175 - Fees for providing information and related services for non-program purposes.

Code of Federal Regulations, 2010 CFR

2010-04-01

... Act; and (2) Full cost of an employee's time includes fringe benefits and overhead costs such as rent... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Fees for providing information and related services for non-program purposes. 402.175 Section 402.175 Employees' Benefits SOCIAL SECURITY...

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

ERIC Educational Resources Information Center

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…

Employee Attitudes within the Federal Aviation Administration

DTIC Science & Technology

2004-12-01

program to remain credible, employees must see a link between their feedback and action planning. As an example, subordinates rated supervisors who... Assistance Program ?-------------------------------------------------------------------------------------------- 10. Overall, how satisfied are you with... Employee Attitudes Within the Federal Aviation Administration Carla A. Hackworth1 Crystal E. Cruz1 Scott Goldman1 Dan G. Jack2 S. Janine King2

Preventing Internal Computer Abuse

DTIC Science & Technology

1986-12-01

abusers of computer systems are individuals who are -’’internal" to and working for the victim organization (these include full-time employees , part...Moonlighting * Organizational Property * Nonuse/nondisclosure * Substance Abuse * Gambling Employee Assistance Program "Whistle Blower" Policy EDP Auditor 1...sensitive computer systems. Of all the controls discussed so far. the Employee Assistance Program ’ EAP

Opportunities for Cancer Prevention Using Employee Wellness Programs: The Case of Kansas State Employees

ERIC Educational Resources Information Center

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

2012-01-01

Background: The utility of employee wellness programs (EWPs) in cancer prevention and control is not well established. Purpose: This project is to determine the potential value of EWPs in preventing cancer by examining the characteristics of EWP participants and their prevalence of cancer risk factors. Methods: A secondary data analysis of health…

20 CFR 437.40 - Monitoring and reporting program performance.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Monitoring and reporting program performance. 437.40 Section 437.40 Employees' Benefits SOCIAL SECURITY ADMINISTRATION UNIFORM ADMINISTRATIVE... Reports, Records, Retention, and Enforcement § 437.40 Monitoring and reporting program performance. (a...

Anti-drug Programs in the Workplace: Are They Here to Stay?

ERIC Educational Resources Information Center

Hayghe, Howard V.

1991-01-01

A 1990 survey indicated that, although the overall incidence of drug-testing programs among employers surveyed in 1988 were unchanged, the proportion with employee-assistance programs and formal, written policy statements regarding drug use among employees had increased. (Author/JOW)