Employer Action Series: Mental Well-being in the workplace

Health Summit Action SeriesA Guide to Mental Wellbeing in the

Workplace

December 16, 2014 7:30AM—10AMSouthern Market Center / Lancaster Chamber

100 S. Queen Street, Lancaster

Employer Action Series: Mental Well-being in the workplace

Presented in Partnership By:

Employer Action Series: Mental Well-being in the workplace

Exhibitors:• Access EAP• Carebridge Corporation• Integrated Behavioral Health• Mazzitti & Sullivan EAP Services• Philhaven• Samaritan Counseling Center• WellSpan Employee Assistance

Program

Mental Illness is Prevalent

• Up to 25% of the U.S. population will personally experience mental illness at any given time, with roughly half of those experiencing significant psychological distress.

• 1 in 10 will experience depression in a given year.

• Increased prevalence of depression with chronic medical illnesses (45% of people with asthma; 27% with diabetes).

• Mental illnesses affect people during their prime working years.

• 50% of those who have experienced depression will have a recurrent episode.

Substance Abuse and Mental Health Services Administration, Results from the 2010 National Survey on Drug Use and Health: Mental Health Findings, 2012Prev Chronic Disease, 2006National Institute of Mental Health

Depression Symptoms and Work

• Sleep problems = lower-quality work

• Lack of concentration = procrastination, more accidents on the job

• Slowed thoughts = trouble making decisions

• Forgetfulness = poor quality work

• Self medication = missed deadlines, presenteeism

• Aches and pains = trips to the doctor, increased healthcare costs

• Irritability or tearfulness = poor relationships with coworkers

• Low motivation = presenteeism

• Impairment from depression can affect an individual’s ability to get out of bed or conduct usual activities on average of 66.4 days per year.

• Mental illness short-term disability claims are growing by 10% annually.1, 2

• Account for 30% or more of the corporate disability experience for a typical employer.1, 2

• 53% of employers surveyed by Watson Wyatt found that return to work is more difficult following a psychiatric disability than after physical disability.3

1 An Employer’s Guide to Behavioral Health Services, National Business Group on Health, December 2005.2 Marlowe JF: Depression’s Surprising Toll on Worker Productivity, Employee Benefits Journal, March 2002. 3 Watson Wyatt Staying at Work Survey.

Disability

MedicalMental health/substance abuse

PharmacyDisability

Presenteeism and lost productivity

AbsenteeismOvertime to cover sick-day

absencesUnrealized output

Overstaffing Temporary workers

Stress on team membersRecruitmentHiring costs

Retraining

Indi

rect

cos

ts =

$80

-100

BEmployer Costs

Care Delayed, Often Inadequate• Nearly two-thirds of all people with diagnosable mental disorders do

not seek treatment.

• People often suffer for years; typically do so after a decade or more of delays, during which time they develop additional problems.

• People with even mild depression have poor physical and social functioning and risk future, more severe depression if they remain untreated.

• 5 out of 10 employees with depression who visit a PCP during an episode fail to start any treatment.

• 4 out of 10 employees with depression who start antidepressant medication discontinue use before clinical benefit are achieved.

US Department of Health and Human Services. Mental Health: A Report of the Surgeon General, 1999.National Institute of Mental Health. Depression: A treatable illness. 2004.

Benefit CoverageBenefits Expanded• Mental Health Parity and Addiction Equity Act and ACA

EAPs Prevalent• 97% of companies with more than 5,000 employees have EAPs.• 80% of companies with 1,001 - 5,000 employees have EAPs. • 75% of companies with 251 - 1,000 employees have EAPs.

Inexpensive• Per-employee cost of EAP ranges from $12-40 annually, representing less

than one third of 1% of average employers' annual per-employee spending on health insurance

But Underutilized• A mere 3% of employees used their employer's EAP counseling services in

2012. • 85% of employers of all sizes offer stress management services within their

EAP, only 5% of employees had used those services. EAPA 2014 EASNA and Kaiser Family Foundation 2013EAP Technology Systems Inc. 2013 Towers Watson & Co. 2013

Treatment Works• Well-established that MH/SUD are treatable conditions. For most

disorders, range of treatment methods with proven efficacy available.1

– Pharmacological – psychotropic medications.– Psychosocial – psychotherapy, intensive outpatient for SUDs, etc.

• Current research suggests that most effective treatments combine appropriate pharmacological with psychosocial methods.1

• With appropriate diagnosis, treatment and monitoring, approximately 80% of individuals with depression will recover fully.2

• Continuation pharmacotherapy reduces the risk of relapse from 40-60 percent to 10-20 percent.3

1 US Department of Health and Human Services. Mental Health: A Report of the Surgeon General, 1999.2 National Institute of Mental Health. Depression: A treatable illness. 2004. 3 Prien & Kupfer, 1986; Thase, 1993.

Treatment Improves Work Performance

• Nearly 86% of employees treated for depression report improved work performance.1

• 80% of those treated for mental illness report “high levels of work efficacy and satisfaction.”2

• Treatment of depression results about a 40-60% reduction in absenteeism/presenteeism.3

1 Finkelstein SN et al: Improvement in Subjective Work Performance after Treatment of Chronic Depression: Psychopharmacology Bulletin, vol. 32, 1996, pp. 33-40.2 Therapy in America 2004: Poll Shows Mental Health Treatment Goes Mainstream. 3 Dunlop, DD Am J Pub Health 2005. Wang, PS Am J Psych 2004. Simon, GE Gen Hosp Psych 2000. Claxton, AJ JOEM, 1999.

Employer Action Series: Mental Well-being in the workplace

Clare Miller Director, Partnership for Workplace Mental Health

American Psychiatric Foundation

Collaboration with employers to advance effective approaches to mental health.

• Promote the business case for quality mental health care, including early recognition, access to care and effective treatment.

• Highlight employer case examples and facilitate peer-to-peer dialogue.

• Provide tools and resources to help employers take action.

Partnership for Workplace Mental Health

Employer Strategies

General Recommendations• Leverage what you already have in terms of benefits and

programming.

• Look for places to include mental health messages.

• Learn from others, making use of the Partnership’s employer examples.

• Work with your vendors and use your role as purchaser as leverage – just raising the issue of mental health with them can make a difference.

Use Data to Drive StrategyWork with your healthcare vendors…

• Utilization rates for EAP, MH and SUD benefits?

• How does your population’s diagnosis numbers compare with epidemiological data? (25% of population has diagnosable mental illness.)

• Look at Rx – antidepressants might be high…how are refill rates? Are people staying on medication for recommended course of treatment? Are dosages at therapeutic levels?

• How many people are getting therapy vs just medication?

• Prevention/early intervention vs hospitalization/disability?

• How does data compare to vendors’ books of business?

Early Identification and Engagement

Work with your healthcare vendors…

• Include questions on stress, depression, substance use in Health Risk Appraisals.

• Educational programs specific to MH/SUD in workplace.

• Educated and integrate MH/SUD in health messages and programming, wellness efforts. (multiple formats, etc.)

• Promote EAP and early intervention.

• Make sure there are access points to services no matter the point of entry.

Benefit Design & ManagementWork with your healthcare vendors….

• Pay attention to benefit design to ensure barriers to care are removed.

• Cost sharing especially important because of chronicity and stigma. Align financial incentives to facilitate access and adherence to treatment.

• Parity implementation – use as opportunity to carefully review MH and SUDs.

• Be aware that adherence to treatment is a tremendous problem – use care management, medication reminders, encourage mail order, etc.

• Offer depression and anxiety disease /condition management programs.

• Incorporate mental health into care management programs for diabetes, asthma and other conditions with high comorbidity rates.

• Conduct vendor summits focused on mental health and identify ways suppliers can/should be working together.

Care Delivery

Work with your healthcare vendors….

• Create systems with multiple entry points.

• Work with vendors to get PCPs to screen for depression and deliver care management.

• Consider financial incentives associated with the quality care delivery. (care management, screening, consultation etc.)

• Ask plans how they are supporting primary care’s ability to respond to mental health and coordinate with appropriate professionals.

• Incorporate mental health into care management programs for diabetes, asthma and other conditions with high comorbidity rates.

Disability and Return to WorkWork with your health and disability vendors…

• Screen cases for mental health comorbidity; refer to EAP.

• Make sure disability plan understands benefits and resources available for mental health.

• Appropriate, quality care while out on disability leave.• - Require that mental health professional be engaged in treatment of • people on disability for mental health conditions. • - RTW a goal of treatment.

• Involve EAP with disability and return to work.

• Accommodations and smooth facilitation back to work.

Employer Resources

Employer website • www.workplacementalhealth.org• Employer stories (60)

Business Case tools• Literature reviews• Calculator tools

Issue briefs on specific topics • Parity law, stress and resiliency, etc.

Employer Resources

Mental Health Works • Quarterly newsletter (circ. 50k)• Employer case examples

Monthly e-updates• Research, resources, news

Employer Case Examples• Searchable database of programs,

location, industry type, employer size

Employer Resources

Employer Case Examples

Searchable database of 60 employers

• Program type (EAP, Disability/Case Management, Integration/Partnerships, etc.),

• # of employees

• Industry type

• Location

• Keyword

Employer # of EEs Industry Primary Regions Programs Described

Caterpillar 93,000 Manufacturing US- MidwestDisability/Case Management, Disease Management, Employee Assistance Program, Integration, Wellness

Cerner Corporation >5,000 Information US- Midwest Community Partnership

Chevron 56,000 Utilities US- WestEmployee Assistance Program, Health Plans, Integration, Wellness

Cisco Systems 57,000 CommunicationUS- West, US- Northeast, US- Midwest, US- South, International

Disease Management, Employee Assistance Program, Evaluation/Metrics, Integration, Provider Communication, Wellness

City of Colorado Springs 2,735 Public Administration US- Midwest Disease Management

City of Kansas City, Missouri (KCMO)

4,650 Public Administration US- Midwest Community Partnership

Clackamas County, Oregon

2,100 Public Administration US- West Wellness

DuPont 60,000 Manufacturing US- SouthEmployee Assistance Program, Health Plans, Wellness

Family Dollar 44,000 Retail Trade US- South Disability/Case Management

Florida Power & Light Company (FPL)

12,500 Utilities US- South Employee Assistance Program

H-E-B 70,000 Retail Trade US- South Disability/Case Management, Health Plans, Wellness

Hallmark Cards >18,000 Manufacturing US- Midwest Community Partnership

Employer Case Examples

Addressing Depressionin the Workplace

Depression awareness initiative for the workplace.

Collaboration with Employers Health (Ohio employer coalition).

Goal: increase awareness about depression, reduce stigma and encourage people who need help to seek it.

How: provide employers turnkey materials for worksite education to increase employee help-seeking behaviors.

Designed with direct feedback from employers (focus groups) to ensure the initiative met the needs identified

Seeks to raise awareness about depression in the workplace, while reducing stigma and encouraging employee/employer dialogue

Contains tools/resources for easy implementation (not your typical mental health campaign)

\

Take a step in the right direction – toward information and help.

Everything branded back to a website and series of pages that support the initiative.

RightDirectionForMe.com

Employer Action Series: Mental Well-being in the workplace

“Field Guide” with business case, FAQsSteps for implementation, conversations with EAP vendors, measurement and evaluationNewsletter, intranet content for ease of usePPT decks to secure alignment from C-suitePPT decks for managers to implement the initiative

Website: RightDirectionforMe.com PHQ-9 screening toolSigns and symptoms, getting helpAnonymously suggest to your employer

Asset Library 11 different Posters, 3 Intranet articles, 4 Logos, 2 Pocket cards

Promotional itemsPocket cardsBusiness cards with tips Stress bears

PHQ (2 and 9-question versions). Tool preferred by primary care and MH professionals. Keys to DSM symptoms, assesses severity. Includes symptoms that affect work performance. Research supports its use in measurement-based care.

Employee Awareness PostersBelow sampling of posters (3 out of 11 available) provide insight into materials available at the employers’ disposal

Take Aways

• Employer strategies document

• Partnership for Workplace Mental Health• www.WorkplaceMentalHealth.org • Employer examples• Subscribe to free publication and monthly eupdates

• Right Direction• www.RightDirectionForMe.Com • For Employers Sign

Clare MillerDirector, Partnership for Workplace Mental Health

American Psychiatric Foundation 703-907-8673

cmiller@psych.org www.workplacementalhealth.org

Employer Action Series: Mental Well-being in the workplace

Mental Health First Aid-Community Services Group

Julie Weaver Vice President for

Behavioral Health Services- CSG

A Collaborative Partnership of the National Council for Community Behavioral Healthcare, Maryland State Department of Mental Hygiene and Missouri Department of

Mental Health

Mental Health in America

• Mental health issues affect all of society in some way, shape or form.

• It is estimated that one in four Americans will have a diagnosable mental disorder at some point in their lives.

• With proper support and treatment, many of these individuals can lead full, productive and satisfying lives.

American Adults with a Mental Disorder in One Year

•.Type of Mental Disorder % of AdultsAnxiety Disorder 18.1

Major Depression Disorder 6.7

Substance Use Disorder 3.8

Bipolar Disorder 2.6

Eating Disorder 2.1

Schizophrenia 1.1

Any Mental Disorder 26.2

History of Mental Health First Aid

• Created in Australia in 2001• Expanded to more than 18 countries:

Australia, Cambodia, Canada, China, England, Finland, Hong Kong, Japan, New Zealand, Northern Ireland, Scotland, Singapore, South Africa, Thailand and Wales

• Piloted in the U.S. in 2008

Why Mental Health First Aid?

• Mental health problems are common• People with mental health problems often

face stigmas• Many people are not well-informed about

mental health problems• Professional help is not always on hand• People often do not know how to respond

What is Mental Health First Aid ?

• Mental Health First Aid is the help offered to a person experiencing a mental health challenge, mental disorder, or a mental health crisis. The first aid is given until appropriate help is received or until the crisis resolves.

• Mental Health First Aid does not teach people to diagnose or to provide treatment

Spectrum of Mental Health Interventions- Where does MHFA fit?

Mental Health First Aid Aims To…

• Preserve life where a person may be a danger to themselves or others

• Provide help to prevent a mental health problem from becoming more serious

• Promote recovery of good mental health• Provide assistance to a person experiencing a

mental health problem

Training Agenda• Session 1

– What is Mental health First Aid– Mental health problems in the USA– The Mental Health First Aid Action

Plan– Understanding Depression and

Anxiety– Mental Health First Aid Action Plan

for• Depression and Anxiety• Suicidal Behavior• Depressive symptoms• Non Suicidal Self Injury• Panic attacks• Traumatic Events• Anxiety Symptoms

• Session 2– Understanding Psychotic

Disorders– Mental Health First Aid for

Acute Psychosis– Understanding Substance

Use Disorders– Mental Health First Aid for– Overdose– Withdrawal– Substance Use Disorders– Using Your Mental Health

First Aid Training

Mental Health First Aid- The Plan

• Assess for risk of suicide or harm• Listen nonjudgmentally• Give reassurance and information• Encourage appropriate professional help• Encourage self-help and other support

strategies

Who has CSG trained?

• Business owners, employees

• CEO’s, CFO’s• Human resource staff • Colleges/ University

Faculty, Staff and students• Police officers, Correction

officers, Probation/Parole officers, Judges

• Nurses

• Teachers, para-educators

• Human service agencies• Family Members• People in recovery• Community members• Faith Based Community

members• EMT’s/Paramedics/First

responders

CSG MHFA Training

• CSG trainers are MHFA Certified by the National Council for Community Behavioral Healthcare and were part of the First nationally trained group for Adult and youth

• CSG has been providing mental health services in PA for over 40 years

• CSG MHFA trainers are experienced mental health professionals, ranging from 15 – 25 + years field experience- All have Master degrees, several are licensed to practice in in Pennsylvania

Mental Health First Aid Certification

• Participants receive a manual and a 3 year certification which provides trainees with

• Knowledge of risk factors and warning signs of mental illness

• Information about available mental health treatments

• A better understanding about the impact mental illnesses have on a person, their family and communities

People are Saying…

“Just weeks after attending the training, I’ve already used the skills I learned inMental Health First Aid …”

– hospital employee

“I think any professional who deal with people should take this course, especiallyemergency personnel, teachers, …”

– employment services professional

“I now feel better prepared for what might happen.” – homeless shelter volunteer

“This info can help a person to become more understanding, rather than judgmental, of someone with a mental Illness.” – community member

For Further Information-

Julie Weaver, Vice President for Behavioral Health Services- CSG

(717)285-7121 ext. 10304 weaverj@csgonline.org

Lisa Basci, Senior Program Specialist- CSG(717) 285-7121 ext. 30016 bascil@csgonline.org

Employer Action Series: Mental Well-being in the workplace

EAP Overview

Shannon ClarkHealth & Productivity Practice Leader

StoudtAdvisors

EAP Overview

• Define EAP• Core services• Additional services• Pricing• How to promote

EAP Overview Cont.

An employee assistance program (EAP) is a work-based intervention program designed to assist employees in resolving personal problems that may be adversely affecting the employee's performance.

EAP Overview Cont.

Core options• Face to face counseling• Telephonic counseling

EAP Overview Cont.

Additional services• Onsite counseling services• Training programs• Critical incident• Mediation• Manager training & coaching• Drug free workplace referrals

EAP Overview Cont.

Additional services• Comprehensive work-life services• Pre-employment screening assessments• Recruitment assistance• Relocation assistance• Organizational transition support

EAP Overview Cont.

Additional services• Wellness solutions• Vendor integration• Legal referral and resources• Financial services• Seminar workshops & webinars• Online tools

EAP Overview Cont.

Pricing• PEPM• Fee For Service

EAP Overview Cont.

How to promote• Vendor that’s an active partner• An objective of the wellness committee• Topic driven promotion• Manager training• Sharing testimonies• Health fair booth

Employer Action Series: Mental Well-being in the workplace

The Effects of Physical Activity, Healthy Eating and Stress on Mental Wellbeing

Lauren BishardWellness & Health Promotion Consultant

INGROUP Associates, Inc.

The Benefits of Physical Activity on Mental Wellbeing

Basic Benefits• Less tension, stress, and mental fatigue• A natural energy boost• Improved Sleep• A sense of achievement• Focus in life and motivation• Less anger or frustration• A healthy appetite• Increases social interactions

The Benefits of Physical Activity on Mental Wellbeing Cont.

More Benefits!• Reduces physical and mental stress• Exercising releases endorphins

– Endorphins create a feeling of happiness or euphoria– Exercise stimulates the growth of neurons in areas of the

brain damaged by depression– Regular exercise is effective in treating long-term depression

• Improves self-esteem and promotes positive self-image– Even without a change in body shape, those who exercise

have increased confidence when their exercise endurance improves

The Benefits of Physical Activity on Mental Wellbeing Cont.

Yes, Even More Benefits!!

• Exercise reduces anxiety and increases relaxation– Exercise improves anxiety sensitivity, because exercising

increases heart rate and perspiration, the same symptoms of anxiety attacks. So those who exercise associate those symptoms with safety, rather than danger.

• Improves mood– Within 5 minutes of moderate exercise, mood is

enhanced. Source: Clare Miller

The Benefits of Healthy Eating on Mental Wellbeing

• Food plays an important role in the development, management and prevention of specific mental health problems such as:– Depression– Schizophrenia– Attention Deficit Hyperactivity Disorder (ADHD)– Alzheimer’s disease

• Diets containing high amounts of refined sugar cause the worsening of symptoms of schizophrenia and a higher rate of depression

• When employees are stressed, their immune systems are down and their bodies’ nutrients are depleted.

• Healthy Eating plays a critical role in maintaining low stress.

Source: National Alliance on Mental Illness & WELCOA

You Are What You Eat!

1. Avoid- Sugary drinks and excessive amounts of caffeine Why- Causes headaches, dizziness, dry skin, etc.

2. Avoid- Skipping Breakfast Why- This can lead to “brain fog”

3. Avoid- High-fat dairy, fried foods and refined sugary foods. Why- Weight gain, can lead to chronic conditions like diabetes, increases risk of depression

Source: Mental Health America

Nutrients Are Your FriendsFolate• Increased intake of folate is associated with a lower risk of depression• Ex: Leafy green veggies, fruits, nuts, beans, whole grainsVitamin D• Rates of depression are higher in people with Vitamin D deficiency. Lack of

Vitamin D plays a role in Seasonal Affective Disorder (SAD) Omega 3’s• May be helpful in the treatment of depression and seem to have a mood-

stabilizing effect.• May help boost the effectiveness of conventional antidepressants and help

young people with ADHD• Ex: Oily fish (salmon, trout, sardine, etc.), walnuts, flax, olive oil, fresh basil and

dark green leafy veggies

Source: Mental Health America

Effects of Stress on Mental Wellbeing

There are at least three different types of stress, all of which carry physical and mental health risks:

1. Routine stress related to the pressures of work, family and other daily responsibilities2. Stress brought about by a sudden negative change, such as losing a job, divorce, or illness3. Traumatic stress, experienced in an event like a major accident, war, assault, or a natural disaster where one may be seriously hurt or in danger of being killed

Source: NIH

Effects of Stress on Mental Wellbeing

Over time, continued strain on your body from routine stress may lead to serious health problems, such as heart disease, high blood pressure, diabetes, depression, anxiety disorder, and other illnesses.

Stress affects people differently• Digestive symptoms• Headaches• Sleeplessness• Depressed mood• Anger and irritability• People under chronic stress are prone to more frequent and severe viral

infections, such as the flu or common cold, and vaccines, such as the flu shot, are less effective for them.

Source: NIH

Stress Management

• Stress management should undoubtedly be a top priority for your health promotion programs.

• Excessive stress can increase the risk of high blood pressure, heart disease and obesity.

• Stress can also affect GI tract- more so than any other physiological system in the body– Can bring about illnesses and conditions such as ulcers, acid

reflex, colitis, irritable bowl syndrome and Chron’s disease.

Policies and Supportive Environment

• Senior Management Support!!• Healthy Vending Policy• Healthy Meeting Policy• Tobacco-Free Facility• Documentation of approval to use facilities and company

time for health management activities• Wellness Committee• Fitness Facilities

Policies and Supportive Environment

• Showers at work• Bike racks• Walking Trails• Safe environment for exercise• Benefit design that supports preventive

screenings and work-life balance

Implementing Appropriate Interventions to Improve Wellbeing

Physical Activity • Promote walking at lunch• “Take the Stairs” Campaign• Challenges

– Promotes physical activity and is morale-building• Encourage bike/walk/run to work• Stretching Program• Provide consistent education on benefits of physical activity

– Via newsletter, email, stall talks• Gym membership• Yoga at work

***These interventions promote behavior change and lead to healthier lifestyles.***

Implementing Appropriate Interventions to Improve Wellbeing

Healthy Eating• Fresh fruit in break rooms• Healthy vending • Provide water bottles• Recipe exchange club• Healthy cooking demonstrations• Challenges• Provide consistent education on benefits of healthy eating

– Via newsletter, email, stall talks

***These interventions promote behavior change and lead to healthier lifestyles. ***

Implementing Appropriate Interventions to Improve Wellbeing

Look at your company culture• Good Management Practices• Promotion of Work/Life Balance • Recognition of Employee • Achievements • Flexible Working Arrangements• Family Fun Days• Workplace Fun Days• Success Stories

Employer Action Series: Mental Well-being in the workplace

Well Workplace Award Innovation Award Winner, 2013

Steve EwingBenefits ManagerHerr Foods, Inc.

Overview

• Wellness initiatives• Results• Keys to success• Now and in the future

Wellness Initiatives - Committee

• Focused on supporting employees in mind, body, and spirit

• Committee extends to a network of champions• Enlightened You- focused on self-reflection and

spiritual enrichment• National Day of Prayer led by chaplains• New Year New You- focused on lifestyle change

Wellness Initiatives - Committee

• Other- walking programs, weight loss challenges, Make the Call, Spuds on the Run - Couch25K, Healthy vending, Annual Wellness Fair, and Wellness Wednesdays- handed out fruit weekly May-Aug, bulletin

Wellness Initiatives - Incentives

• Health insurance discount for both employee and spouse plan members to do HRA's, biometrics, and for members who are tobacco users, diabetics, or have a BMI >35 to engage in a coaching program.

• Cash reward for tobacco cessation• Comprehensive reimbursements

Wellness Initiatives - Other

• YourCare chronic disease outreach from Coresource (includes depression)

• Onsite early intervention specialist from ATI physical therapy at main location

• Visiting chaplains at all locations • Act Rx program for diabetics (22 participants)

Wellness Initiatives - Other

• Comprehensive and robust EAP program is provided by Cigna that includes onsite education, a library of resources, work/life solutions, etc.

• Manager training conference included a session on "Healthy Thinking" that applied to work and personal life

Participation

• Incentive tied to benefits (includes spouses)- of the 1,139 employees on the plan, 596 (52%) completed an HRA, biometrics, and a coaching program if the participant was obese (BMI >35), used tobacco, or was diabetic

• 59% or 906 unique participants have participated in programs that were designed by the wellness committee in 2013, which includes employees at 20+ locations

Health Improvements

• Medical compliance scores for depression (medication & office visits) in the Herr Foods population are 13% higher than the norm

• A cohort study of biometrics and HRA's shows that the high risk rate of depression decreased from 6.9% to 4.2%

• HRA results showed improvement the frequency of reported depression 13% to 10%, diabetes 10% to 4%, high cholesterol 38% to 33%, hypertension 16% to 10%, and physical inactivity 50% to 31%.

Health Improvements

• Life satisfaction and job satisfaction each also improved by approximately 2% each.

• Average high risks decreased from 1.69 to 1.53• Weight Loss programs organized by the

committee resulted in weight loss, including 580 pounds in Lose, Don't Gain

Keys to Success

• Understanding the needs of employees through focus groups/surveys

• 5 year integrative, strategic plan • Senior management participates in planning,

has high participation

Now and in the Future

• Tobacco Free Campus• Tobacco free discount

Employer Action Series: Mental Well-being in the workplace

Legal ConsiderationsRelating to

Mental Well-being in the Workplace

Micah T. Saul, Esq.Devine Law Offices, LLC

717-390-3020

The Americans with Disabilities Act (ADA)

• Applies to employers with 15+ employees• PHRA mirrors ADA, applies to ERs with 4-14 EEs

• Prohibits employers from discriminating against qualified individuals with disabilities in application procedures, hiring, firing, compensation, job training, and other terms, conditions and privileges of employment

ADA Cont.

• When is it necessary to accommodate under the ADA?

• What is the process for determining whether an accommodation is feasible?

• How is the interactive process triggered?

Addressing an Employee’sMental Health Condition

Talk to the employee• Be prepared• Keep conversation focused on performance• Avoid direct inquiries regarding mental health

status• Document, document, document

Addressing an Employee’sMental Health Condition

Follow-up• Talk to the employee’s supervisor• Provide a referral to EAP if necessary• Be prepared to gather additional information if

needed• ADA questionnaire

Addressing an Employee’sMental Health Condition

Take action• Establish a performance improvement plan if

appropriate• Assess whether reasonable accommodation is

required and available• Maintain open lines of communication

• KEEP DOCUMENTING!!

• Set up follow-up meetings to review performance

Solving the Problem Before it Starts

• Use job descriptions (and keep them up-to-date)

• Recognize work-life balance issues• Foster an open and productive culture

Next Steps

• Mental Health First Aid Classes Feb 2 and 9 at The Chamber 12-4pm. Cost $100

• Attend Workplace Action Team Meeting on January 8th

• Complete the Free CDC Scorecard to assess your Employee Wellness

• Save the Date for the Health Summit on May 7th,2015