We are reaching out to our customers both impacted and threatened by the current, devastating bushfires across Australia. We know this will affect everyone differently, given the magnitude of these bushfires, it is likely that people in your organisations will be impacted in some way. Some employees may lose homes, animals and pets, some employees may be concerned for family and friends, some may be working in the area fighting fires and supporting those impacted. Our thoughts are with all emergency personnel who may well be exhausted but remain committed.

We would like to remind our customers that we are here to provide immediate phone support to any employees or managers who have questions or need support.

At this present time, we believe most organisations will be focusing on the immediate situation and needs. Survival and protection will be the main concern. We are able to assist with onsite support when the risks and threats have been contained. The following information may also be of assistance:

For individuals, see our tips and strategies (download pdf here).

As a manager, there are a few things you can do to support your employees (download pdf here):

•  Help make a difference every day
• Strong team environment
• Not for Profit Salary Packaging options

As a purpose-driven organisation with social enterprise at our core, AccessEAP partners with organisations to promote positive organisational behaviour, enhance employee well-being and improve workplace productivity. As an Australian Employee Assistance Programme (EAP) provider of personal and organisational wellbeing services our emphasis is on understanding the unique needs of our customers and tailoring our services to support and create thriving workplaces. We have a number of outstanding opportunities for aspiring, adaptable and engaging people to work with us on our ambitious journey and progress their careers in this challenging yet rewarding industry sector.

Degree qualified in Psychology, Social Work or Human Resources you will have a keen interest in Mental health and Wellbeing. Your key attributes will include your outstanding interpersonal skills, desire to learn and attention to detail. Most importantly you will enjoy working in a team environment that is driven by passion, excellence and caring.

We are currently recruiting for:

Client Services: As the first point of contact for our clients your key responsibilities will be intake registration and processing, coordinating client appointments with counsellors, data entry and record management. Importantly you will contribute to optimising our business reputation by ensuring the effective delivery of client services.

Business Operations: Your role will be to provide effective administrative and operational support related to the delivery of services and successful operations of AccessEAP. You will work closely with the Customer Experience Team, Client Services, Clinical and Finance teams, providing support and guidance to ensure the effective delivery of services to customers and clients.

Recent news on workplace manslaughter laws, introduced to Victorian state government earlier this month, raise difficult questions regarding the responsibilities and requirements of employers to proactively support mental health and safety in workplaces.

As reported in The Age “the laws will cover deaths caused by mental injuries, including trauma from bullying or other forms of abuse, sustained on the job as well as accidents and illnesses caused by unsafe workplaces. The new legislation will apply to all employers in public and private companies whose negligence resulted in a death of an employee, be that by providing a dangerous workplace or failing to provide appropriate mental support."

At AccessEAP, our customers already demonstrate a commitment to safeguard the mental health and wellbeing of their people. However, we believe this current proposed amendment to legislation will further define the responsibilities of employers in this area. We are developing resources to start a conversation with and between our customers to help understand the potential impact of the legislation and proactive approaches to implement in the workplace.

The first of these resources is now available in the form of a podcast on Suicide Awareness and Psychological Safety in the Workplace.

Although White Ribbon Australia have made the very difficult decision to close their doors, they have advised the following, ‘For all those who are already planning for White Ribbon Day, we encourage you to continue with those plans alongside the international White Ribbon movement. Continue to raise your voice.’ 

With White Ribbon Day at the end of November and many organisations in the midst of White Ribbon Accreditation, there is a level of uncertainty with how to proceed. Here at AccessEAP, we are currently going through the accreditation process ourselves. We will continue with our accreditation and our commitment to the process as we recognise the important work that White Ribbon was trying to accomplish. Violence against women is a pressing and prevalent issue within our society and our commitment to continue with the accreditation process stands firm. 

We are a White Ribbon approved training provider and we will continue to provide Domestic and Family Violence Awareness Training. We have received positive feedback from organisations that we have supported in achieving their accreditation and raising awareness on this matter. For organisations that are considering the accreditation process or are in the process of doing so, AccessEAP encourages all organisations to continue with their commitment in addressing and raising awareness of such an important issue. 

At AccessEAP we are sensitive to the complexities that surround Domestic and Family Violence, and our aim is to continue to support you via training and organisational consultancy. At AccessEAP our mission is to create thriving workplaces and hope that you will join us in supporting increased awareness and education involving violence against women. 

If you or your organisation needs further advice please contact AccessEAP on 1800 818 728.

AccessEAP provides White Ribbon approved training programs and trainers to assist organisations in their commitment to support the victims of domestic violence in the workplace. This training may form part of your DV Plan or may be part of your White Ribbon accreditation process. AccessEAP supports companies in educating employees as part of creating a domestic violence action plan based around three elements; Recognise, Respond, Refer. The training includes raising awareness and understanding and challenging stereotypes.

Recognise

When a woman is experiencing domestic violence, it is likely that her patterns of behaviour will change. Managers should remain connected to their team to be able to recognise any changes. Some behaviours to look out for may include;

• Frequently arriving to work very early or very late
• Frequent personal phone calls that leave the employee distressed
• Difficulty concentrating and making decisions
• Not attending out of hours work functions or engaging socially with colleagues
• Stress
• Ill health and increased leave usage
• Wanting to resign or relocate

Respond

If someone has taken the difficult step of sharing their experience of violence or abuse, it is vital to respond in an appropriate and supportive manner. Firstly, you should believe the person and listen without judging. Be supportive, encouraging, open and honest. There are also some practical considerations which will help make the person feel safer and more supported.

Published in Human Resources Director  8th May, 2019.

“Encouraging creativity has a number of beneficial effects on employees that can drive positive change in workplaces, if done well.” Marcela Slepica, Clinical Director, AccessEAP, comments on scribbling as just one way that creativity can help boost workplace performance.

Read More

This helpful website, from ASIC and the Australian Government, provides calculators and tips to help you make better financial decisions. Free and impartial financial guidance and tools are available to download and use to make the path to better financial control easier. Click on the image below to watch a short "How To" video. If you would like to explore some other free and paid options, our Financial Coaching partner, IMFG suggest the following: Pocketbook, Moneysoft and  Sort Your Money Out.

Are you struggling to reduce your credit card debt? Are you sick of never being able to build up your savings enough to go on that trip you dream of or buy the home you really want?

Click here to get started. This section of the website aims to get you in control of your money to help you achieve your goals. The following topics are covered:

• Banking
• Budgeting
• Donating and crowdfunding
• Get your money on track
• Income tax
• Managing debts
• Saving

It may not be surprising that a recent HR study found 80% of the top five health concerns for employees are mental health related, 41% admit to being distracted at work because of financial worries (presenteeism), 31% of employees say they have taken unexpected time off to deal with a financial issues (absenteeism).¹ The 2018 Australian Securities and Investments Commission (ASIC) report showed 18.5 per cent of consumers were overwhelmed by their credit card debt load with outstanding balances now totalling $45 billion.² We learn to live with underlying stress around our finances but these statistics show that the impact on both life and work can be significant. What can we do individually and as employers to take positive financial steps without becoming overwhelmed?

Resilience is the ability to recover and bounce back from adversity and life’s challenges. When applied to finances it is the ability to withstand external pressures during times of financial stress. Employees must understand that these external pressures are often outside their control and in order to be resilient it means taking responsibility and having a plan in place to feel confident about their financial standing. 

Employers can play a role in helping their employees cope with financial related stress by recognising the impact it can have on individuals as they move through different life stages. It is important to recognise that there are many varied reasons for financial stress. For example, our ageing workforce is facing many challenges, including their fear of entering retirement, paying for their children’s higher education and moving their parents into nursing homes. These life events can be both mentally and physically draining as they involve the security and happiness of the people we care most about. On the other hand, millennials are facing economic instability, crushing student debt, stagnant wages and looming uncertainty about the future. Employers can assist by providing information around financial literacy as many people struggle to understand their finances and are unsure of ways to seek information. Financial knowledge and understanding is often the first very important step in this process.

How individual employees handle financial stress varies greatly. Breaking down and understanding the underlying issues can be the key to helping employees become more resilient. Here are some basic tips on reducing finance-related stress:

1. Learn to budget

Creating a budget gives you clarity and a tangible place to start in terms of understanding where your money is going and how you can reduce spending. If your financial situation is causing you stress, it’s vital to create a budget. Record all income and expenses. Start by being critical of what you are spending and cut down on any unessential items if possible. See the article in this month’s newsletter for budgeting tools.

- Intake/Triage focus

- Apply and Further Develop your Skills

- Make a Difference Everyday

At AccessEAP our mission is to create thriving workplaces. We partner with each customer to promote, positive organisational behaviour, enhance employee well-being, improve workplace productivity  and effectively manage the mental health of every employee. As an Australian owned not for profit Employee Assistance Programme (EAP) provider, our emphasis is on understanding the unique needs of our customers and tailoring our services to support and prevent mental health issues in the workplace. Due to continued growth we are expanding the clinical services team and seeking  a passionate and committed professional  to help achieve our goals and continue our ambitious journey.

• Apply your EAP and OD skills
• Help make a difference every day
• Strong team environment

At AccessEAP our mission is to create thriving workplaces. We partner with each customer to promote, positive organisational behaviour, enhance employee wellbeing, improve workplace productivity  and effectively manage the mental health of every employee. As an Australian owned not for profit Employee Assistance Programme (EAP) provider, our emphasis is on understanding the unique needs of our customers and tailoring our services to support and prevent mental health issues in the workplace. Due to continued growth and an expanding service offering we need to  recruit a passionate and consultative Organisation Development practitioner to help achieve our goals and continue our ambitious journey.

Your role will be to develop strong relationships with key customers to understand their needs and work on tailored solutions to solve specific or complex people issues. You will provide clinical information and support to the customer experience teamand provide a range of clinical services including: conflict management, training, manager support, and organisational consultancy.

With a degree in clinical or organisational psychology your track record of success will be matched by your desire to make a genuine difference and your ability to engage with a broad range of Managers and Executives. Your key strengths will include your influencing, negotiation and planning and organisation skills. Most importantly you will enjoy working in a team environment that is driven by respect, collaboration  and accomplishment and where expressing your ideas and opinions is truly valued

For more information call David Williams on 0414 551 795 or to apply send your resume to dwilliams@kurtispaige.com.au

Traumatic events such as the mass shootings in Christchurch disrupt lives physically and psychologically, creating intense emotional distress for individuals, families and whole communities. Organisations play a vital and valuable role in assisting and supporting their employees and their families in the immediate aftermath and in the days, weeks and months following this tragic event.

The immediate focus is to ensure that your employees and their loved ones are safe. At this present time, particularly with intense media coverage and access to information on the internet, it’s important to acknowledge that this is a heightened state of emotion for everyone involved. It’s important to be aware that everyone will respond differently and everyone’s needs will be different, initially and over time.  Being prepared to provide initial and long term support for people will enhance and promote their own personal coping strategies and resilience.

What your people will need right now is (download pdf version here):

• If needed, allow additional time at home to spend time with family and friends - this helps them to feel safe and connected, and reassure others of their safety
• Make sure your employees or students have access to support information and numbers - specifically the EAP and any other services you may have in place.
• Give people assurance that affected families will be supported in some form or another.

The people of Christchurch have recently experienced and lived through the trauma of the earthquake. Many people are still dealing with the aftermath. This tragedy will have the potential to re-trigger feelings of trauma and loss and memories will surface. Over the coming weeks, it is important to reassure, support and connect with each other. Patience is required as everyone will feel and respond differently. People will need time, to acknowledge their responses and to process.

Over the coming days, and in time, what your people will need is for you to provide simple and accurate information on how to access services, specifically encourage, and make it easy for, employees/students to speak with a professional counsellor. Most people will not want to speak to a counsellor in the initial days or weeks as they support each other. It is in the longer term when people need support from a counsellor or their Employee Assistance Program.

- Market Leader enjoying significant growth

- Make a difference every day

- Strong team environment

At AccessEAP our mission is to create thriving workplaces. We partner with businesses to promote positive organisational behaviour, enhance employee wellbeing, improve workplace productivity and effectively manage the mental health of every employee. An Australian owned profit-for-purpose Employee Assistance Programme (EAP) provider, our emphasis is on understanding the unique needs of our customers and tailoring our services to support organisations engage and manage their human capital to its full potential. We live by our values and put ‘People in Focus’. Our surplus profits are distributed to our community programs to support vulnerable children and families.

• Educate managers on how to respond appropriately to different reactions
• Group and individual sessions through your EAP, within a few days post event, allows people to share their experience, to be heard and hear others and to promote a culture of support and understanding
• Onsite sessions help to minimise the disruption to the workplace and promote organisational sense of wellbeing
• Educate managers and employees on how to identify changes in workplace behaviours that might signify a lack of coping in self or in other staff
• Encourage employees to support one another throughout the working day as people resume their normal activities
• Encourage communication between staff whilst acknowledging the difference in styles – some people want to talk, others may not 
• Reinforce the importance of support networks outside the workplace
  Do not expect normal productivity as people process the incident and accommodate changes to workload, work routines, access to leave
• Symbolic gestures to acknowledge the event, such as setting up a donation fund to support the victims, good to consult employees what they would like
• Provide training/education forums around trauma to normalise experiences and highlight the availability of support structures
• Revisit the impact three to six months after the event through training and information sessions
• Promote physical activity and healthy eating habits in the workplace. Encourage ongoing professional assistance for those individuals in need.