Brown Bag/Talk Topics
Duke EAP offers a wide variety of talks and seminars for employees. These seminars can be done in a brief lecture format (1 hr) or a more interactive format (1.5-2 hrs). The interactive format takes longer, but allows for more active learning, which increases impact and retention. We can create modules on other topics as needed by your organization. Below is a list of the topics currently available. For a brief description of any of the topics, click on the seminar title.
Violence in the Workplace
Duke has considerable expertise and experience helping organizations establish workplace violence prevention programming. Our multi-disciplinary team offers a broad range of services including organizational risk assessment, individual risk assessment, fitness to be at work evaluations, workplace violence prevention education, and training for management and employees, threat assessment team creation and maintenance, critical incident stress management, and critical incident debriefing.
Critical Incident Debriefing
Duke EAP has a critical incident stress debriefing (CISD) team with Cognitive Behavior Therapy (CBT) and Eye Movement Desensitization and Reprocessing (EMDR) training and experience available to provide on-site CISD services within 24-48 hours of a critical incident.
Duke EAP clinicians are prepared to assist the workforce in managing traumatic incidents that might occur at work. We tailor critical incident debriefings (CISD) to the circumstances of a particular incident. Generally they include crisis intervention and an educational component designed to mitigate the psychological distress associated with a traumatic event and facilitate resolution in employees experiencing normal stress reactions to abnormal traumatic events. The structure of a debriefing allows employees to discuss the event in a controlled manner. A debriefing is not counseling or a substitute for psychotherapy. The debriefing team usually consists of two Duke EAP clinicians.
Most Commonly Utilized Types of Debriefing:
Formal Debriefing Meeting
- conducted within 24-48 hours of the incident
- clinician gathers relevant information from management (usually telephonic)
- clinician ensures that management is familiar with the nature and structure of a CISD (usually telephonic)
- on-site, confidential, non-evaluation discussion of involvement, facts, thoughts, feelings resulting from the incident
- on-site discussion and education about possible stress-related symptoms and how to cope
- identification of employees who may need additional assessment or counseling
Follow-Up Debriefing
- conducted weeks or months after the incident
- concerned with delayed or prolonged stress symptoms
- may be done informally
Individual Consultations
- one-to-one assessment and/or counseling for concerns related to the incident
- may involve a referral to a mental health professional
Types of Traumatic or Distressing Events
- On-the-job death/suicide
- Threats of personal injury from a violent person
- Multi-casualty incident/disaster
- Knowing the victim of an on-the-job event
- Large-scale layoff
- Off-the-job death of an employee
Team Building
Working collaboratively with groups and organizations, Duke can enhance team performance by teaching team building techniques. In these workshops, facilitators from Duke assist group members in assessing the group’s mission, evaluating to what degree the group is accomplishing that mission, and offering concrete suggestions regarding how the group can operate more effectively. Through interviews, exercises, and personality tests, Duke coaches can help individuals assess their current and potential contributions to the team. This information enables group members to work individually and collectively in developing action plans that enhance their contribution to the team. Where appropriate, the Duke counselors may also facilitate experiential exercises to assist in meeting team building goals.
Organizational Development
Duke EAP offers a number of organizational development consultation/in-service training sessions. We can create modules on other topics as needed by your organization. Below is a list of the topics currently available:
- Managing Change and Transition
- Leadership Coaching
- Feedback Processing
- Working with Diversity
- Conflict Resolution
- Mediation
- Consensus Building
- Strategic Planning Processes
- Team Building
- Employee and Executive Selection
- Career Consultation and Development
- Customer Service Training
- Strategic Personnel Planning for Downsizing, Plant Closing, and Rapid Growth
- Communication Skills Building
Fitness for Duty Referrals
What is a mental health Fitness for Duty (FFD) evaluation?
A mental health Fitness for Duty (FFD) evaluation is a mandatory evaluation referral used by the employer to assist in determining whether an employee is psychologically capable of performing his/her assigned job duties and/or whether an employee poses a significant risk to the safety of him/herself or others in the workplace. This referral is different than the
voluntary,
supervisory, or
mandatory supervisory referral. Generally, a FFD referral arises when an employee exhibits some behavior that raises questions about his or her ability to appropriately perform their assigned duties or about his or her risk of harm to self or others in the workplace. When an employee has been referred for a FFD evaluation, it is a requirement for continued employment.
Who pays for a FFD evaluation?
The FFD evaluation is done at the company's expense.
Who performs the FFD evaluation?
The FFD evaluation is performed by an independent clinician. The FFD evaluator is
not part of the Employee Assistance Program staff that works for the Duke Occupational Mental Health Programs or the providers that are contracted with Duke as part of the Extended Provider Network. However, Duke EAP may assist the company in locating a FFD evaluator in your area.
Who coordinates FFD evaluations at my company?
FFD evaluations at companies are generally handled through Occupational Health Services (OHS), but you may want to check with your Human Resource Consultant for clarification regarding your specific organization.
When should I consider referring an employee for a Fitness for Duty (FFD) evaluation?
A mental health Fitness for Duty (FFD) evaluation should be considered when there is reasonable cause to suspect that an employee may pose a significant risk to his/her own safety or the safety of others in the workplace, or that the employee may have a psychological, psychiatric, or substance abuse disorder, or symptom(s) that significantly interferes with the employee's ability to perform the essential functions of his/her position.
What evidence constitutes an appropriate basis for referral?
Concerns about psychological or psychiatric impairment may result from observation or credible evidence that a disturbance in the employee's behavior, thinking, mood, perception, orientation, or memory may be interfering with his/her ability to perform the essential functions of his/her position or assigned duties.
What if an employee has violated company policy?
If an employee has engaged in conduct that violates company policy, administrative and/or disciplinary action may be indicated. In circumstances involving overt violations of policy, a FFD referral will occur at the employer's discretion, but may be requested to determine:
- the nature and probability of the safety risk and/or
- the likelihood that the risk may be reduced through accommodation.
If a decision is made to terminate an employee who is believed to be at risk for harm to him/herself or others, a consultation by an FFD evaluator may be requested to assess the degree of risk inherent to the termination.
Helping Managers Manage
Duke EAP offers a variety of seminars for training managers and supervisors. These seminars can be done in a brief lecture format (1 hr) or a more interactive format (1.5-2 hrs). The interactive format takes longer, but allows for more active learning, which increases impact and retention. These seminars can be offered individually, or they may be combined in different ways to create a half-day, full day, or an intensive two-three day training for a group of supervisors. The intensive training is most effective if done off-site.
Below is a list of the topics currently available. For a brief description of any of the topics, click on the seminar title. We can create seminars on other topics to meet your organization's needs.
Duke Occupational Mental Health Programs