QUALITIES OF EMPLOYEE WELLNESS SERVICES
To implement an Employee Wellness Service we will need to begin by conducting a needs assessment. This will look at the actual needs of your company and employees.
It is the company’s responsibility to roll out the marketing plan. This plan will inform employee’s of the Employee Wellness Service to ensure usage and uptake.
Your company needs to provide LifeLine with the following:
- Number of Staff Members;
- Name’s of staff members and their immediate family members (This will allow LIfeLine to know who qualifies for usage of the Employee Wellness Service);
- Any changes in staff members;
- Ensure that all documents and payments are done in accordance with the Service level Agreement and terms and conditions;
- Answer all call’s that come through to the Employee Wellness Line,
- Treat Employee’s with a non judgemental and empathetic manner,
- Maintain confidentiality,
- Report to your company either quarterly or monthly depending on need,
- Offer meaningful insight into themes, trends, resolutions and implementations to create a more efficient working environment.
In order to create the most efficient and effective service LifeLine will need to work closely with a staff member (preferably HR) to create a needs assessment plan. This can be in the form of qualitative or quantitative questionnaires. Additional needs may be accessed through company projections and should be in line with all companies’ policies, training and employee benefits.
The EWS will maintain confidential records of an employee’s contact with the EWS and the services provided to them in order to provide continuity and coordination of their care.
No one will reveal information concerning any use of the EWS to anyone outside the programme except as follows:
- 1. Employee’s consent in writing,
- 2. Life or safety is seriously threatened,
- 3. Disclosure is required by law.
In the event of Manager Referral LifeLine will report back to the manager if the employee attended the sessions, was on time, work readiness or other information around the reason for referral and if they require more sessions. LifeLine will not disclose any personal information or details pertaining to discussions in the session nor comment on the employee’s emotions or demeanour.
In addition, the counsellor will disclose information and records to LifeLine as needed for coordination of EWS services, quality assurance, or payment.
IF AN EMPLOYEE HAS BEEN REFERRED TO THE PROGRAMME DUE TO A MANAGER CONCERN OR WORK PERFORMANCE PROBLEM:
Under the employee’s policy/agreement:
LifeLine is expected confidentially to advise the referral source whether you are participating in the EWS and cooperating with the EWS plan. To permit LifeLine to do so, the employee will need to sign an authorisation permitting disclosure of that information. LifeLine will report back to the manager if the employee attended the sessions, was on time, work readiness or other information around the reason for referral and if you require more sessions. LifeLine will not disclose any personal information or details pertaining to discussions in the session nor comment on the employee’s emotions or demeanour.
IT’S NEVER TOO LATE TO START
The sooner you start the needs assessment the sooner you can implement your own Employee Wellness Service.
Please contact Thompson Charlie at LifeLine JHB to set up your Employee Wellness Service.Contact: Office: 011 724 1331 _