24 claims on pp. 34–98 (fact 1, statement 14, evidence 9).
After a security professional described a past spree of killings by a terminated employee, leadership provided resources, funding, and formal authority to set up the BTAM program. The program was built with security, HR, and EAP partners.
After this conversation, leadership provided the security professional with resources, funding, and the formal authority to establish the company's BTAM program.
Partnering with personnel from security, HR, and the company's Employee Assistance Program (EAP), the security professional established an infrastructure to assess and manage concerns throughout the company.
Partnering with personnel from security, HR, and the company’s Employee Assistance Program (EAP), the security professional established an infrastructure to assess and manage concerns throughout the company.
Many organizations offer Employee Assistance Programs (EAPs) that can provide counseling and support to employees experiencing distress.
Many organizations also offer Employee Assistance Programs (EAPs), which can provide counseling and support for employees experiencing distress.
In the sample inventory, the EAP provides counseling for relationship, substance, and mostly personal difficulties; use is moderate (less than expected, limited free sessions) and quality excellent. Gaps are confidentiality concerns and perceived stigma; actions are to identify additional counseling resources, enhance education on availability and confidentiality, and promote a non-retaliation policy.
**Employee Assistance Program (EAP)** Provides counseling for difficulties with relationships, substances, and mostly personal matters. | **Moderate** Not used as frequently as expected; limited number of free sessions available. | **Excellent** Employees who used services report they helped tremendously. | • Some employees report concerns about confidentiality. • Perception of negative stigma (e.g., being treated differently or poorly due to treatment). | • Identify additional resources for counseling. • Enhance education regarding availability and confidentiality. • Promote policy addressing non-retaliation.
EAP personnel can identify available resources to use when developing a plan to manage risk.
EAP personnel can provide insight into available resources to leverage when developing a plan to manage the risk posed by individuals of concern
Organizations can offer internal and third-party services, including counseling and mental health care, to victims.
Offer internal and third-party services, including counseling and mental health care
cite page 52 Step 4: Identify and Process Reports of Concerning Behavior
In this fictional example, a colleague's escalating statements led to interviews, a family check and coordinated outreach, after which the employee's workload was reduced and he was referred to counseling support.
employees at a software company submit a report of concern to the BTAM team about a colleague who is making increasingly agitated statements
Through coordinated outreach by the BTAM team, the supervisor, and HR, the fictional employee's workload was temporarily reduced and he was referred to the company's EAP for counseling and support.
Through coordinated outreach between the BTAM team, his supervisor, and HR, the employee has his workload reduced temporarily and is referred to the company's EAP so that he may receive counseling and support.
For employees, management can include employment support or mentoring, free or reduced-rate counseling, bereavement assistance, and financial consultation.
Management strategies for addressing factors of concern (i.e., negative factors) for employees can include additional employment support or mentoring, free or reduced-rate counseling services
If an individual of concern is bullied in the workplace, the employee's supervisor, HR, and/or EAP services may work together to address and intervene with the bullying, create safeguards for reporting bullying behavior, and provide access to counseling and emotional support services.
if an individual of concern is bullied in the workplace
Best practices for managing concerning employee behavior include monitoring and support and assistance.
Best practices in managing concerning behavior displayed by employees include
Support and assistance strategies can often be used to address factors of concern.
Support and assistance are strategies that can often be used to address factors of concern.
EAPs can be integral in providing workplace support through a confidential avenue for personal, financial, legal, medical, or work-related issues.
EAPs can be integral in providing support for employees in the workplace by offering a confidential avenue to receive services for personal, financial, legal, medical, or work-related issues.
A retailer's office offers tailored solutions for employees of concern, including relocation, mental health counseling, financial grants, and crisis intervention contracts.
offering tailored solutions to manage risk for employees of concern
In addition to EAPs, organizations can identify workplace mentors and peer support personnel to foster connections and can leverage external resources.
In addition to EAPs, organizations can identify workplace mentors and peer support personnel to foster connections, as well as leverage external resources.
Over 70 million workers in the U.S. have access to an EAP, according to 2021 Bureau of Labor Statistics data.
Over 70 million workers in the U.S. have access to an EAP, according to data published in 2021 from the Bureau of Labor Statistics.
EAPs provide counseling and support to employees with personal difficulties and are often underutilized.
EAPs provide counseling and support to employees experiencing personal difficulties and are often underutilized.
Organizations can offer EAPs as a resource during BTAM to connect employees in need with counseling and supportive services.
Organizations can offer EAPs as a resource during BTAM to connect employees in need with counseling and supportive services.
Mediators, an ombudsman, or other dispute resolution should be used as needed to provide a neutral third party skilled in resolving conflict.
The assistance of mediators, an ombudsman, or other forms of dispute resolution should be used as needed to provide a neutral third party skilled in resolving conflict.
EAPs can help employees reduce stress, improve coping skills, and handle difficulties in their personal and professional lives.
EAPs can help employees reduce stress, improve coping skills, and handle difficulties they experience in their personal and professional lives.
A security director at a major healthcare network tells employees not to wait for something to happen before engaging with the resources offered, such as five free counseling sessions.
We tell employees not to wait for something to happen to say something, but to proactively engage in resources.
cite page 86 Step 7: Promote a Safe and Supportive Organizational Climate
The security director said the network offers resources to employees struggling with finances, stress, or depression, including five free counseling sessions to use as they need.
If someone isn’t feeling well due to finances, stress, depression, we have resources to offer our employees, including five free counseling sessions for them to use as they need.
cite page 86 Step 7: Promote a Safe and Supportive Organizational Climate
Organizations can offer resources such as EAPs, professional development, mental health support, employee resource groups, and peer support programs.
This can be achieved through offering resources to aid employees in their personal and professional lives, including EAPs, professional development opportunities, mental health support, employee resource groups, and peer support programs.
cite page 88 Step 7: Promote a Safe and Supportive Organizational Climate
Attridge, M. (2022). Profile of small employers in the United States and the importance of employee assistance programs during the COVID-19 pandemic. American Journal of Health Promotion, 36(7). www.pmc.ncbi.nlm.nih.gov.
Profile of small employers in the United States and the importance of employee assistance programs during the COVID-19 pandemic.
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