by Cindy Abole, Public Relations
A beacon of hope for MUSC employees struggling with personal and family problems that endanger their careers will shine a little brighter within several months.
An extended employee intervention program will provide assistance and extended services to employees wrestling with life's personal problems. The product is a joint effort by Human Resources Management and MUSC's Institute of Psychiatry.
“MUSC
now has the ability to offer services that are incomparable to anything
in the state,” said Claire Hoefer,
new director of the Employee Assistance Program. “It's totally a win-win
situation for employees, Lowcountry businesses and MUSC.”
The university has offered an employee assistance program for the past 20 years. The difference is that the new program will use the university's own resources to respond to employee needs.
“Over time there's been a change in the basic dynamics of the family,” said Jacquie Jones, director of Human Resources Management. “We've realized that employees need to deal with real life issues.”
Employee assistance will provide support for individuals dealing with alcoholism, drug abuse, elder care problems, financial issues, work and family.
The programs are intended to establish direction, education, counseling, rehabilitation and coordination with community resources and health benefit plans. Today, employee assistance programs have become a welcome addition to benefit programs because they contribute to the well being of workers and their families.
Within the United States, more than 70 percent of Fortune 500 companies have employee assistance programs. The impetus for developing them came from requirements supporting the federal Drug-Free Workplace Act of 1988. In South Carolina, establishing such a program provides employers with a 5 percent reduction in workers' compensation insurance.
Statistics reported by the Ceridian Corporation, a national human resource management systems and payroll group, show that nine out of 10 employees report that personal life issues influence job performance.
“There's a move for many companies to seek ways of retaining employees within today's job market,” Hoefer said. “I see this trend as a service to employees that is readily available at no charge. It's result ultimately produces better productivity.”
Hoefer will expand upon an existing employee intervention program organized by Human Resources in 1979. The program contracted services with Charleston County Substance Abuse and the state's Vocational Rehabilitation program. Changes in Vocational Rehabilitation objectives sparked efforts teaming Human Resources and the Institute of Psychiatry into creating a campus program, that would utilize clinical resources and keep employees on campus for treatment.
Modeled after the University of Alabama at Birmingham's Faculty and Staff Assistance Program, MUSC services will provide employee assessments, professional evaluations or diagnosis, plus in and outpatient treatment.
“This joint effort makes use of the facilities, services and talent present on campus,” Jones said. “It gave us the time to seriously sit down and recognize the opportunity of doing a jam-up job within this institution.”
In addition to existing services, Jones recognized the need to expand employee support in multi-generational issues like elder care for parents and child care development for their own children.
Thanks to strict confidentiality laws and regulations, participation in an employee assistance program remains strictly confidential for patients, counselors and employers. Details regarding an employee's problem, treatment and care will not be released to anyone without the patient's written consent.
The service is free to employees and their dependents to receive counseling and other services. The fees are assumed through health insurance and workers' compensation insurance.
“The program has been a valuable tool by maintaining confidentiality and providing professional referrals from the start,” Hoefer said. She began assisting employees in January.
She will conduct manager and departmental meetings, produce and distribute upcoming information announcing the plan to all employees, family members and co-dependents. Future plans include expanding the employee assistance message through employee development seminars sponsored by Human Resources Management.
Individuals can enter the program several ways. They can be self-referred or directed by a supervisor, family member or co-worker for treatment. Participants can use up to three consulting sessions with a professional counselor and additional referrals.
Once established, Hoefer's next goal is to expand the university's Employee Assistance Program to outside contracts with local businesses and industries within the Tri-County area.
Hoefer is a former director of marketing and managed care contracting for behavioral medicine development at CareAlliance Health Services. Currently she is establishing her team, which will consist of a second full-time therapist and administrative worker. The Employee Assistance Program office is slated to open in West Ashley during summer 1999.
“Hoefer has a great deal of experience and has had the good fortune to be a provider of clinical services in the contracting and marketing arena,” said John McGill, assistant professor of psychiatry and director of development and special projects.
Hoefer also is a past president of the Greater Area Charleston Hospital's Marketing and Public Relations Board.