5’ oswald chambers no. 5 glasgow g1 4qra hospital ancillary worker is twice as likely to die...

Oswald Chambers 5 Oswald Street Glasgow G1 4QR Tel. 0141 204 3391

J:@ZNDAOTEM NO. 5’ $

Scottlsh Charity No: SCO 08044

17 November 1995 Our Ref: PB/AS

Mr Adam Braidwood Director of Personnel North Lanakshire Council PO Box 14 Civic Centre MOTHERWELL ML1 1lW

Dear Mr Braidwood

NORTH LANARKSHIRE COUNCIL DlRECTOR OF ADMINISTRATION

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2 2. NOY 95

SUPPORTING STAFF

As you may already know, Employee Counselling Service has been providing support for employed people experiencing personal problems for the past 20 years. Employee Counselling Service has been used by the personnel departments of Strathclyde Regional Council, Banff & Buchan, Bearsden & Milngavie, Clydebank, Cumbernauld & Kilsyth, Cumnock & Doon Valley, Cunninghame, Dumbarton, Dunfermline, East Kilbride, Falkirk, Glasgow City, Midlothian, Monklands, Motherwell, Renfrew and Stirling District Council for some or all of the following services:

Individual Counselling Harassment in the Workplace Critical Incident Debriefing Training, Advice and General Support for Managers, Personnel Officers and Volunteer Advisers

As a registered charity the work of Employee Counselling Service is supervised by a Committee of Management representing the CBI, STUC, Industrial Chaplains and Institute of Personnel & Development.

From April 1996 Employee Counselling Service will receive support under an Agency Agreement with the City of Glasgow Council Social Work Committee and because of this assistance will be able to offer its service in a more flexible and cost effective way than many commercial companies.

We can offer individual counselling at our own premises in Glasgow or counselling can be made available in your locality on an outreach basis.

I enclose an information pack and would welcome the opportunity to discuss with you how these services may be of use to North Lanakshire Council.

Yours sincerely A

Pauline Btyan DIRECTOR

ecs\gen\outreach

4 DTESTOR B’ PEOPLE

When problems in an employee’s personal life begin to affect his or her work performance, it becomes an issue for their employer. Unresolved personal problems can cost a company time, money, damage staff morale, cause accidents and lead to poor performance all round.

Many people need help to see their way through a tangle of personal issues that confront them. Most of us manage most of the time, but occasionally we would benefit from the assistance of a skilled counsellor to help us put things in per- spective. The Employee Counselling Service offers a one door access to help with a whole range of personal difficulties. An employee will probably be reluctant to discuss matters of a personal nature with anyone

at the workplace, Supervisors and managers should also be wary of becoming too involved in colleagues ’ private Iives. The Employee Counsel- ling Service offers a confiden- tial, independent service away from the workplace.

The Employee Counselling Service has charitable status and no charge is made for this counselling service. Advice and assistance can be given in drawing up and implementing Employee Assistance Policies.

Employee Counselling Service

Oswald Chambers 5 Oswald Street

Glasgow G14QR

041 204 3391

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Counselling Employees referred work with an individual counsellor to develop their ability to: make decisions, cope with crises and take responsibility for their own behaviour. Counsel- lors working with stress related problems encourage clients to look at their life style and support them through making change. Clients referred for bereavement look at their feelings and emotions so they can move on through the process of grieving. Counselling for alcohol or drug related problems supports the client through the changes necessary to tackle their dependency. The objectives will vary according to the individual person’s needs.

The fmt appointment is an assess- ment visit during which the counsellor mes to establish the nature of the problem and the employee’s desire to tackle it. Individual counselling will take place over a period starting with weekly visits, leading to monthly visits where appropn- ate. Many clients only need one or two appointments, the average number of visits is six.

The Employee Counselling Serv- ice works on the basis of a joint approach between the counsellor, the employee and the employer and recognises the importance of liai- son and co-operation.

Employee Counselling Service is supported by: Strathclyde Regional Council, The Scottish Churches Industrial Mission, Greater Glasgow Health Board, CBI Scotland, STUC, Glasgow Chamber of Commerce and The Institute of Personnel Management.

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Stress is a natural reaction to demands being made on us, either physically or mentally. When you are placed in a new or challenging situation your body goes through a number of rapid physical changes. These include: * increased concentration, the brain is mobilised to make rapid decisions; * the muscles of the neck, shoulders, abdomen, arms and legs tense for action; * sweating begins so as to reduce the natural increase in body temperature; * the pupil of your eyes dilate and visual activity increases; * your mouth goes dry as digestion slows, and blood is diverted to the muscles; * you breathe deeper and faster, increasing oxygen input; * your heart pumps faster, supplying blood to the muscles so that they are ready for action; * your blood pressure rises; * glucose for instant energy is pushed into the bloodstream.

These physical changes are natural reactions and help you cope when faced with a situation involving physical danger or mental challenge. These reactions are common to human beings and animals, preparing us for fight or flight.

Employee Counselling Service Oswald Chambers

5 Oswald Street Glasgow G14QR

041 2043391

We can offer free counselling for stress and other personal problems for people referring themselves, or for employers making referrals for employees about whom they are concerned. Telephone for further details.

There is a mistaken belief that the people who suffer from stress are in "high powered" white collar jobs. However, the people most likely to suffer stress related illness and early death are low paid manual workers. A hospital ancillary worker is twice as likely to die before retirement age than a senior hospital administrator. Twice as many miners die young than coal board offi- cials. University lecturers arc; three times more likely to live to retirement age than ma- chine tool operators. Whether it is heart disease, ulcers or mental illness, people in un- skilled jobs are more likely to suffer such complaints than people in well paid jobs.

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baby or divorce can be extremely stressful.

1 I Employee Counselling Service is supported by: Strathclyde Regional Council, The Scottish Churches Industrial Mission, Greater Glasgow Health Board, CBI Scotland, STUC, Glasgow Chamber of Commerce and The Institute of Personnel Management.

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Harassment is the misuse of power, ability or position to persistently criticise and condemn; to openly humiliate and undermine an individual, damaging their confidence and self esteem.

it is an isolating experience rarely discussed either by the person on the receiving end or those who witness it.

Legal liability

Employers have both a moral and a legal duty to protect their employees from harassment. If an employee makes a com- plaint and it is not treated seriously or investigated ade- quately they have grounds for consmctive dismissal. [Employment Protection (Con- solidation) Act 19751

Employers have particular responsibility to ensure that their employees are safe from sexual or racial harassment. They are directly liable for unlawful discrimination (which includes harassment)

by any of their employees. This applies whether or not the employer knows about it and regardless of whether or not they approve of it. [Race Relations Act 19761 [Sex Discrimination Act 19751

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Harassment may be confined to one individual, an office, section or department. Or it may be more wide spread and form part of the culture of an organisation. At whatever level it exists it is probably damaging the organisation as well as the individuals involved.

Employee Counselling Service Oswald Chambers

5 Oswald Street Glasgow G14QR

041 2043391

A working environment where harassment occurs will result in: high turnover of staff high levels of sickness absence; reduced productivity; less concern with quality; loss of initiative; lack of involvement.

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Managers may feel ill- equipped to know how to identify problems and how to handle situations that come to their attention.

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Employee Co u nse Ili ng Service can provide the following services:

Training for managers in dealing with harassment.

* Training for volunteer advisers in supporting those experiencing harassment.

* Counselling for the person who has been harassed to help them regain their self- esteem and control of the situ at i o n .

Counselling for the person who has been harassing other members of staff to understand his or her behaviour and take steps to change it.

The Employee Counselling Service has been in the field of counselling for 18 years. Because its remit is to work with employed people it has developed a professional approach that fits the needs of employers.

As a charity it has been able to offer a counselling service free to both employer and employee. Charges for training are as follows:

Personnel or other appropriate managers One day seminar (including lunch and materials)

f60 per person

Employee Counselling Service is supported by: Strathclyde Regional Council, The Scottish Churches Industrial Mission, Greater Glasgow Health Board, CBI Scotland, STUC, Glasgow Chamber of Commerce and The institute of Personnel Management.

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Employers whose staff may be involved in traumatic or distressing incidents have a responsibility to provide care and support in order to minimize the after-effects.

Many different occupations can be vulnerable to a range of traumatic events:

d Accidents at work 0

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730 deaths and more than 20,000 people seriously injured (88/89 UK)

Armed raids 84 armed raids on Scottish Banks, 56 armed raids on Building Societies (92 Scotland) Armed raids on shops, petrol stations, off licences,offices and other public places increasing.

Vehicle accidents 0

Public transport and regular road users may witness or be involved in accidents. 5,501 deaths, 341,500 injures in road accidents; 84 deaths on railways. (89 UK)

0 Violence from the public

Anyone who deals with the public, particularly p p l e whose lives are in crisis: hospitals; social work departments; housing offices etc.

Anyone who deals with people who have been drinking: pubs; hotels; clubs.

Anyone dealing with people who may become aggressive: bus drivers; ticket inspectors; traffic wardens; teachers; reception workers; taxi drivers; park keepers; and many more.

Ern ployee Counselling Service


Glasgow G14QR

041 2043391

A small amount of help in the aftermath of an incident can prevent long term problems such as sickness absence, the loss of trained employees and poor staff morale.

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The Employee Counselling Service has been in the field of counselling for 18 years. Because its remit is to work with employed people it has developed a professional approach that f its the needs of employers.

As a charity it has been able to offer a counselling service free to both employer and employee. Critical incident debriefings can be arranged at short notice but we would also encourage employers to have one or more trained staff. We can provide:

' Training for personnel or other appropriate managers. One day seminar (buffet lunch and materials included) €70 per person.

'Training for designated officers: in-house, maximum of 9 participants (materials included) €400 per day seminar;

On going support and' supervision for designated officers and supervision for in-house counsellors conducting critical incident debriefing can be negotiated.

Supporting Staff A "designated officer" is one of your staff who is trained in what to do in the immedi- ate aftermath Of an incident and how to give support in the weeks that follow.

A CRITICAL INCIDENT DE- BRIEFING is a session ''' by a trained counsellor. It should be arranged as a matter of following an incidient where people have witnessed or felt threatened with death or serious injury and when the designated officer thinks it would be benefi- cial. The session continues the process of getting back to normaL Using structured methods it allow for an in depth examination of feelings and should identify if there is a need for further inter- ven tion.


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Most Scottish companies are extremely aware of the need to get the best from their workforce. They also recognise that employees with training, skills and experience are valuable assets worth preserving. Employees will, from time to time, bring problems from their private lives into work with them, having a detrimental affect on the person concerned, his or her colleagues and the workplace in general. This costs money.

Some employees occasionally need support

when things are getting on top of them. Such help can prevent things getting worse. If the problem is left unchecked it can lead to a downward spiral, which costs the company money, and can end in dismissal or resignation. Making help available benefits both the individual concerned and the company.

Employee Counselling Service


Glasgow G14QR

041 2043391

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Employee Assistance Policies can offer help in a number of ways. Some companies have alcohol and drugs policies, others take a broader approach giving support across a whole range of personal problems. Whatever help is offered it can benefit from the additional support of the Employee Counselling Service.

An Employee Assistance Policy can be detailed or general. It can be incorpo- rated into health and safety policies and play a role in disciplinary and career development proce- dures.

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A policy helps to ensure consistency and managers and supervisors benefit from having clear guide- lines for handling difficult situations, improving morale and avoiding un- necessary confrontation.

If a company is known foi its caring approach, its employees who are experi encing difficulties may as for help, or respond more positively if counselling i! suggested to them.

The Employee Counsel- ling Service can provide advice and assistance in developing Employee Assistance Policies.


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Employee C e n g Service Oswald Chambers

Tr ai n i n g , 5 Oswald Street Glasgow G1 4QR Tel: 041 - 204 3391

Consu I tancy and Services Matrix

Problems Stress In the workplace

First line managers failing to act on signs of problems

Personnel officers need to enhance counselling skills

Long term sickness absence

Unexplained drop In staff morale In one or more sections

Staff vunerabie to traumatic or distressing Incidents

You suspect harassment Is occuring

The way staff are treated is inconsistent

Your staff can face aggression while doing their job

No one likes to admit to stress or personal problems

You would like the support of an outside agency

You don't want to get involved in staff's private lives

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Check problems that you have identified against the list on the left and consider the benefits shown on the right. Across the top you will find the training and other services offered by Employee Counselling Service that can help you achieve these benefits.

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Benefits Stress Is identified early and help is offered

First line managers recognise their responsibilities

Personnel off lcers confident in all situations

Reason for problem Is identified and action taken

Changes in staff attitude noted and acted upon

Support Is always provided to minimize the effect

Not left to become a major and very public problem

All staff know what support is available to them

Managers know how to support their staff

Staff know they can get help. and don't hide problems

There is always help at the end of a phone

All you need to do is arrange an appointment

5’ oswald chambers no. 5 glasgow g1 4qra hospital ancillary worker is twice as likely to die...

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