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Maui Wildfire Resources

We are still providing assistance to those impacted by the Maui Fires. The impacts of these fires on Maui residents, workers, their families, and organizations across the state will be felt for years to come as all do their best to figure out how to move forward. We have counselors available across Maui -- a total of 75 counselors available for telehealth services to you. Please call us if you would like to set up a counseling session, or to utilize our resources for Legal issues, Financial issues, Eldercare/Health Navigation concerns, ID Theft issues, or to access Mediation services. Mahalo and take care!

DOWNLOADABLE FLYERS THAT MAY HELP

Maui Wildfires
Coping with a Traumatic Event
Coping with the Stress of Unexpected Events
Self-Care During Difficult Times
Self-Care Practices
Self-Care for the Caregiver
Preparing for the Unexpected: Making a Go-Bag
Compassion Fatigue
How to deal with Grief
Top Ten Symptoms of Burnout
Managing Stress by Eating Right
Managing Fear
Suicide: You’re Not Powerless
Wheel of Emotions
My Well-Being and Stress Checklists
Developing Resiliency: Recovering from Life’s Setbacks
Personal Resilience in Healthcare
Skills to Consider While Building a Resiliency Practice
Coping With Workplace Change
No One Likes Change
Responding to Organization Change
Financial Coaching After a Disaster
EAP Financial Services
Creating a Spending Plan
When a Coworker is Laid Off
Layoff Survivor 101
Coping with a Job Layoff
Suggesting EAP to Furloughed, Laid Off, or Terminated Employees
Supporting Coworkers Anticipating Job Loss
Recovering from a Tragedy of Death: Tips for Managers
When a Coworker Dies
Coping with the Death of a Coworker

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Client Information and Notice of Privacy Practices

CLIENT INFORMATION

1. What is Employee Assistance of the Pacific and what are EAP (or PAP) services?

Employee Assistance of the Pacific, LLC is Hawaii’s largest provider of Employee Assistance Program (EAP) and Physician Assistance Program (PAP) services. EAP and PAP services are a short-term counseling and referral service, the purpose of which is to assist employees with resolving personal problems that may be interfering with work or disrupting their lives. Employers provide these services at no charge to employees or physicians.

2. What happens if I miss a session?

You are asked to call at least 24 hours in advance to cancel your appointment. Late cancellations or no-shows may be subtracted from your total annual benefit.

3. What about confidentiality?

Confidentiality is extremely important. Brief records are kept only to assist in evaluation and treatment and are not made a part of your personnel or medical files. Information obtained during our contacts will not be revealed to any person or agency outside EAP without your written consent.

If your employer has formally referred you to EAP, your counselor will inform you as to the limited information that we will need to provide your employer per your signed release. Only with your signature may your counselor reveal any limited confidential information with your employer.

EAP counselors may disclose information and records to the EAP as needed for coordination of EAP services, quality assurance, and/or payment. may be required by law to disclose information to appropriate authorities under certain conditions. They include:

Threat of bodily harm or death to another person or yourself;
Abuse or neglect of a child or elder;
A legitimate subpoena issued by a court of law for information specifically described in the subpoena; and
As required by federal or state laws.

If you have provided an email address and consent, you understand that you may receive electronic information including referral, resource, and survey material from the EAP/PAP. By providing this consent you understand that this emailed information may not be secure, and you may retract this consent at any time by calling the EAP/PAP.

HIPAA NOTICE OF PRIVACY PRACTICES

I. THIS NOTICE DESCRIBES HOW MEDICAL INFORMATION ABOUT YOU MAY BE USED AND DISCLOSED AND HOW YOU CAN GET ACCESS TO THIS INFORMATION. PLEASE REVIEW IT CAREFULLY.

II. IT IS EMPLOYEE ASSISTANCE OF THE PACIFIC’S (EAP’S) LEGAL DUTY TO SAFEGUARD YOUR PROTECTED HEALTH INFORMATION (PHI).

By law we are required to ensure that your PHI is kept private. The PHI constitutes information created or noted by EAP that can be used to identify you. It contains data about your past, present, or future health or condition, the provision of health care services to you, or the payment for such health care. The EAP is required to provide you with this Notice about our privacy procedures. This Notice must explain when, why, and how EAP would use and/or disclose your PHI. Use of PHI means when EAP would share, apply, utilize, examine, or analyze information; PHI is disclosed when EAP releases, transfers, gives, or otherwise reveals it to a third party outside of EAP. With some exceptions, EAP may not use or disclose more of your PHI than is necessary to accomplish the purpose for which the use or disclosure is made; however, EAP is always legally required to follow the privacy practices described in this Notice.

Please note that EAP reserves the right to change the terms of this Notice and our privacy policies at any time. Any changes will apply to PHI already on file with EAP. Before EAP makes any important changes to policies, we will immediately change this Notice and post a new copy of it in the office and on the website. You may also request a copy of this Notice from us, or you can view a copy of it in our office.

III. HOW EAP WILL USE AND DISCLOSE YOUR PHI.

EAP will use and disclose your PHI for many different reasons. Some of the uses or disclosures will require your prior written authorization; others, however, will not. Below you will find the different categories of EAP uses and disclosures, with some examples.

A. Uses and Disclosures Related to Treatment, Payment, or Health Care Operations Do Not Require Your Prior Written Consent. EAP may use and disclose your PHI without your consent for the following reasons:

For treatment. EAP may disclose your PHI to physicians, psychiatrists, psychologists, social workers and other health care professionals in an emergency situation.
For health care operations. EAP may disclose your PHI within our organization to facilitate the efficient and quality measures of our EAP to review the quality of the overall services that you have received or to evaluate the performance of the employee assistance professionals who provided you with these services. AGENCY may also provide your PHI to EAP attorneys, accountants, consultants, and others to make sure that we are in compliance with applicable standards and or laws.
To obtain payment for treatment. EAP may use and disclose your PHI to bill and collect payment for the EAP services provided or a business associates, such as billing companies, claims processing companies, and others that process health care claims for EAP.

B. Certain Other Uses and Disclosures of your PHI Do Not Require Your Consent.

When disclosure is required by federal, state, or local law; judicial, board, or administrative proceedings; or law enforcement.
If disclosure is compelled by a party to a proceeding before a court of an administrative agency pursuant to its lawful authority.
If disclosure is required by a search warrant lawfully issued to a governmental law enforcement agency.
If disclosure is compelled by the patient or the patient’s representative pursuant to Health and Safety Codes or to corresponding federal statutes of regulations, such as the Privacy Rule that requires this Notice.
To avoid harm, PHI may be provided to law enforcement personnel or persons able to prevent or mitigate a serious threat to the health or safety of a person or the public.
If disclosure is compelled or permitted by the fact that you are in such mental or emotional condition as to be dangerous to yourself or the person or property of others, and if I determine that disclosure is necessary to prevent the threatened danger.
If disclosure is mandated by the Child Abuse and Neglect Reporting law if there is a reasonable suspicion of child abuse or neglect.
If disclosure is mandated by the Elder/Dependent Adult Abuse Reporting law if there is a reasonable suspicion of elder abuse or dependent adult abuse.
If disclosure is compelled or permitted by the fact that you tell me of a serious/imminent threat of physical violence by you against a reasonably identifiable victim or victims.
If disclosure is compelled or permitted by the fact that you report the commission of or contemplation of a commission of a crime.
For public health activities.
For quality review health oversight activities.
For specific government functions which impact national security, or veterans or military personnel.
For research purposes which may result in improved practices.
For Workers' Compensation compliance purposes.
If an arbitrator or arbitration panel compels disclosure.
If disclosure is required or permitted to a health oversight agency for oversight activities authorized by law, such as HIPAA compliance.
If disclosure is allowed by law for purposes of Public Safety under Department Of Transportation regulations.
If disclosure is otherwise specifically required by law.

C. Certain Uses and Disclosures Require You to Have the Opportunity to Object.

Disclosures to family, friends, or others. Your PHI may be provided to a family member, friend, or other individual who you indicate is involved in your care or responsible for the payment for your health care, unless you object in whole or in part. Retroactive consent may be obtained in emergency situations.

D. Other Uses and Disclosures Require Your Prior Written Authorization.

In any other situation not described in Sections IIIA, IIIB, and IIIC above, your written authorization will be obtained before using or disclosing any PHI. Even if you have signed an authorization to disclose your PHI, you may later revoke that authorization, in writing, to stop any future uses and disclosures (assuming that we haven't taken any action subsequent to the original authorization) of your PHI.

IV. WHAT RIGHTS YOU HAVE REGARDING YOUR PHI

These are your rights with respect to your PHI:

1. The Right to See and Get Copies of Your PHI.

You have the right to see your PHI, or to get copies of it; however, you must request it in writing. If EAP does not have your PHI, but knows who does, we will advise you how you can get it. You will receive a response from EAP within 30 days of our receipt of your written request. Under certain circumstances your request may be denied. If that is the case, EAP will give you, in writing, the reasons for the denial. Your right to a denial review will be explained as well. Copies of your PHI will not exceed $0.25 per page. With your approval you may be provided a summary or explanation of the PHI, as well as to the cost, in advance.

2. The Right to Request Limits on Uses and Disclosures of Your PHI.

You have the right to ask that EAP limit the use and disclosure of your PHI. While EAP will consider your request, we are not legally bound to agree. If EAP does agree to your request, we will put those limits in writing and abide by them except in emergency situations. You may not limit the uses and disclosures that EAP is legally required or permitted to make.

3. The Right to Choose How We Send Your PHI to You.

It is your right to ask that your PHI be sent to you at an alternate address or by an alternate method. EAP is obliged to agree to your request providing that we can give you the PHI, in the format you requested, without undue inconvenience.

4. The Right to Get a List of the Disclosures Made by EAP.

You are entitled to a list of disclosures of your PHI that EAP makes. The list will not include uses or disclosures to which you have already signed a consent/authorization for; uses or disclosures that are used for treatment, payment, or health care operations; or information sent directly to you or to your family. The list will also not include disclosures made for national security purposes, to corrections or law enforcement personnel, or disclosures made before April 14th, 2003. Your request for an accounting of disclosures will be responded to within 60 days of receiving your request. The list will include disclosures made in the previous six years, beginning as of April 14th, 2003, unless you indicate a shorter period. The list will include the date of the disclosure, to whom PHI was disclosed (including their address, if known), a description of the information disclosed and the reason for the disclosure. This list is provided to you at no cost, unless you make more than one request in the same year, in which case charges based on a set fee for each additional request will apply.

5. The Right to Amend Your PHI.

If you believe that there is some error in your PHI or that important information has been omitted, it is your right to request that corrections be made to the existing information or add the missing information. Your request and the reason for the request must be made in writing. You will receive a response within 60 days of our receipt of your request. Your request may be denied in writing, if it is found that: the PHI is (a) correct and complete, (b) forbidden to be disclosed, (c) not part of EAP records, or (d) original source is other than EAP. A denial must be in writing and must state the reasons for the denial. It must also explain your right to file a written statement objecting to the denial. If you do not file a written objection, you still have the right to ask that your request and our denial be attached to any future disclosures of your PHI. If your request is approved, EAP will make the change(s) to your PHI, inform you that the changes have been made, and advise all others who need to know about the change(s) to your PHI.

6. The Right to Get This Notice by Email

You have the right to get this notice by email. You have the right to request a paper copy of it, as well.

V. HOW TO COMPLAIN ABOUT PRIVACY PRACTICES

If, in your opinion your privacy rights have been violated, or if you object to a decision made about access to your PHI, you are entitled to file a complaint with the person listed below. You may also send a written complaint to the Secretary of the Department of Health and Human Services at 200 Independence Avenue S.W. Washington, D.C. 20201. If you file a complaint about AGENCY privacy practices, no retaliatory action will be taken against you.

VI. PERSON TO CONTACT FOR INFORMATION ABOUT THIS NOTICE OR TO COMPLAIN ABOUT OUR PRIVACY PRACTICES

If you have any questions about this notice or any complaints about EAP privacy practices, please contact David Mitchell, General Partner, Employee Assistance of the Pacific LLC, 1-808-597-8222

VII. TELEHEALTH SERVICES

If you choose to use Telehealth services (e.g. over the phone or via a video connection) you do so with several understandings in place, including: (a) These services are not for emergencies. (b) These services are not appropriate for high-risk individuals (e.g. risk of suicide or harm, drug and alcohol issues) or for children. You should seek emergency help or follow-up care when in a high risk situation or when recommended by your Provider. (c) You are providing consent for this service delivery model understanding that we cannot control your confidentiality to the same degree as face-to-face, in that we cannot control who is overhearing your phone or video conversations and we cannot control who has access to your phone or computer. (d) You understand that delays in evaluation or provision of services may occur due to failure of electronic equipment. (e) You understand that your Provider, in his or her sole discretion and professional judgment, may determine that telehealth services are not appropriate for some or all of your needs and, accordingly, may elect not to provide telehealth services to you. In addition, by completing online documents you are authorizing us to use your electronic signature for all documents, agreements, and attachments (collectively, the "Documents") and consent to permit an electronic signature (as of the nature currently in use by the EAP/PAP) in lieu of hand-written signatures on any one or more of the Documents.

VIII. EFFECTIVE DATE OF THIS NOTICE:

November 4, 2021

Client Intake Form (TEST)

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I have reviewed the information in Employee Assistance of the Pacific’s Client Information and Notice of Privacy Practices.

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I understand this form, including the confidentiality in the EAP/PAP and the limitations to confidentiality, and accept it as the terms of my participation in the program. I understand that my participation is voluntary and that I can discuss any questions with my counselor during my first visit.

I also understand that I need to contact the EAP office between 8-5 Mondays through Fridays to set up an appointment for services.

Client Information

Client's First and Last Name:(*)

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Name you prefer to be called:

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Home Address:(*)

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Email Address:(*)

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May we email you?

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Birth Date:(*)

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If you are not the employee with EAP benefit:

Employee Name:

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If client is under the age of 18, Parent or Authorized Representative Signature is also required:

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If you have troubles completing this online form, please download the form and either email it to or fax it to (808) 597-8230.

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Hawaii's Largest
Employee Assistance Program

Keeping Hawaii Employees
Healthy, Safe, and Productive

Helping the Bottom Line
Of Over 200 Hawaii Employers

Hawaii's Largest
Employee Assistance Program

Keeping Hawaii Employees
Healthy, Safe, and Productive

Helping the Bottom Line
Of Over 200 Hawaii Employers

Hawaii's Largest
Employee Assistance Program

Keeping Hawaii Employees
Healthy, Safe, and Productive

Helping the Bottom Line
Of Over 200 Hawaii Employers

Hawaii's Largest
Employee Assistance Program

Keeping Hawaii Employees
Healthy, Safe, and Productive

Helping the Bottom Line
Of Over 200 Hawaii Employers

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Coronavirus (COVID-19) Information, Resources, Articles & Websites

We will be continuing to provide updated information on this page that we hope helps you as this global pandemic continues, and as all of us continue to face any challenges dealing with this new reality.

We know that this Coronavirus (COVID-19) is impacting employees and their families, as well as companies worldwide, and want to support you any way we can.

More for Employees

50 Ideas for Self-Care
If you just need some good old fashioned self-care (and who doesn't?)...here is a list of great ideas. Read More
Some Motivation for Motivation
What happens when your “Get up and Go” gets up and leaves? You lose track of your motivations, goals, and… Read More
Cubicle Etiquette: 16 Tips for being a better work neighbor
If you work in a cubicle environment, you want to be a part of a professional work environment that’s positive… Read More
Coping with Compassion Fatigue
The original definition of Compassion Fatigue came from the healthcare industry — “the physical and mental exhaustion and emotional withdrawal experienced… Read More
Coping with the Death of a Co-Worker from the Coronavirus
When a co-worker dies from COVID complications, an extra layer of complications to grief... Read More
Mindful Eating
Mindfulness simply means paying attention. A downloadable handy tool to help you eat more mindfully. Read More
Meditation for Wellness
Our lives are full of demands at all different levels. All demands affect us, some to a mild degree, and… Read More
The Impact of a Co-Worker's Death
Coworkers are very much like an extended family. You spend most of your waking hours with them, forging special bonds… Read More
What Women Need to Know about Alcohol
Men have higher rates of alcohol-related hospitalizations and death, but these statistics overshadow alcohol’s effects on women... Read More
Coloring for Grownups
The adult coloring books available almost everywhere are proving that picking up your crayons or colored pencils isn’t just a… Read More
Bullying
Bullies can range from a person who is an arrogant jerk to someone dangerously violent. Read More
When a Co-Worker Dies
When a co-worker dies -- either unexpectedly or after a long illness -- it impacts people and teams in a variety of… Read More
Harassment
Has your workplace behavior ever crossed the line into workplace harassment? The answer may surprise you. Read More
Developing Resiliency
Imagine the last upsetting event that you experienced. What was your reaction to it? Read More
Long-Term Care Planning
There are many issues to think about in caring for your aging parents or infirmed loved ones... Read More
Dealing with Angry Customers
If dealing with irate customers makes you want to drive home, jump back into bed, and hide under the covers...… Read More
Suicide Prevention
When we find out that a friend, loved one, or co-worker may be thinking of suicide, often our fear of… Read More
Addressing Stress to Increase Success
tress impacts lives and healthcare costs. Half of all adults suffer adverse health effects from stress... Read More
Domestic Violence
Those who are at risk of violence need to have a safety plan. Read More
Emotional Intelligence for Co-Workers
You may believe that your ability to be successful on the job is linked primarily to your IQ, but in… Read More
Supporting Transgender, Non-Binary, and/or Gender Nonconforming Employees
Making the workplace an inclusive and affirming place for employees who are... Read More

CORONAVIRUS EAP POSTER

VIDEO TRAININGS

A 39-minute training on Resiliency, Burnout, and Extreme Self-Care two years into COVID-19 (March 2022)

A 43-minute training on the mental health issues One Year Into COVID-19 (March 2021)

A 45-minute training on Working, Communication, and Time Management:Tips for working in this Global Pandemic (Sept. 2020)

Our 22-minute training for Employers developed for the Hawaii Chamber(May 28, 2020)

Our 45-minute training for Educators (May 17, 2020)

Our second 26-minute video: "Fear, Anxiety, and Grief: EAP and Coronavirus" (April 24,2020)

Our first 30-minute video: "Fear and Anxiety During a Global Pandemic" (April 2, 2020)

We are here to help you while keeping appropriate social distancing that protects you as well as our providers. You can access our services in two ways:

COUNSELING BY PHONE

Phone strip

Call us and we will arrange for an appointment with a counselor through the phone.

COUNSELING BY VIDEO

Telehealth strip

Call us and we will arrange for an appointment with a counselor through a secure online video platform.

We can also help you by connecting us to our experts who can help you with the following issues:

WEBSITES THAT MAY HELP

Please note that all links on this page are external links. Employee Assistance of the Pacific is not responsible for the content in these links.

Tips for Working from Home

WIth many of working from home, we found some articles that may help you do it successfully!

How to work from home: 20 tips from people who do it successfully
- https://blog.hubspot.com/marketing/productivity-tips-working-from-home
14 Tips for working from home
- https://www.workitdaily.com/tips-working-from-home
Tips for working from home
- https://thrivehive.com/tips-for-working-from-home
20 Tips for working from home
- https://www.pcmag.com/news/get-organized-20-tips-for-working-from-home
Work from home solutions and business continuity
- www.cdw.com
How to telecommute or work remotely
- www.cdw.com

COVID-19 and Mental Health

We have included a wide variety of articles which we hope you find helpful.

How to look after your mental health home with COVID-19

https://economictimes.indiatimes.com/news/how-to/how-to-look-after-your-mental-health-if-youre-at-home-with-covid-19/articleshow/89010002.cms

Physician mental health care visits increased 27% during the first year of the COVID019 pandemic

https://medicalxpress.com/news/2022-01-physician-mental-health-year-covid-.html

What to do if you're anxious about Coronavirus

https://www.huffpost.com/entry/coronavirus-anxiety-what-to-do_l_5e55aaaac5b649ec432f152d

How to stay safe and not panic

https://goodmenproject.com/featured-content/how-to-stay-safe-and-not-panic-wcz/

Taking care of your mental health during the COVID-19 (Coronavirus) outbreak

https://www.mtholyoke.edu/counseling/mental-health-coronavirus

Coping with Coronavirus stress

https://www.psychologytoday.com/us/blog/modern-mentality/202003/coping-coronavirus-stress

Relationships

We have provided a variety of website links that may help employees with their relationships.

How to ensure a coronavirus lockdown with your partner doesn't end in divorce

https://www.newsweek.com/coronavirus-lockdown-partner-divorce-1492780

COVID-19 and relationship coping: "You want to do what?"

https://www.psychologytoday.com/us/blog/lets-talk-intimacy/202003/you-want-do-what-covid-19-and-relationship-coping

The key to managing the stress of COFIC-19 in your relationship

https://goodmenproject.com/featured-content/the-key-to-managing-the-stress-of-covid-19-in-your-relationship-kpkn/

How to ensure a coronavirus lockdown with your partner doesn't end in divorce

HTTPS://WWW.NEWSWEEK.COM/CORONAVIRUS-LOCKDOWN-PARTNER-DIVORCE-1492780

Kids

We have provided a variety of website links that may help employees with their keiki

Ohana/Caregiver Information on Dealing with the Stress from Coronavirus
- images/PDFflyers/COVID-19-Coping-Info-Sheet-for-families-002.pdf
Talking to teens and tweens about Coronavirus
- https://www.nytimes.com/2020/03/02/well/family/coronavirus-teenagers-anxiety.html
5 Ways to help teens manage anxiety abou the Coronavirus
- https://www.nytimes.com/2020/03/11/well/family/coronavirus-teenagers-anxiety.html
How to talk with your anxious child or teen about Coronavirus
- https://adaa.org/learn-from-us/from-the-experts/blog-posts/consumer/how-talk-your-anxious-child-or-teen-about
Jack Hartmann YouTube videos for preschool and kindergarten
- https://www.youtube.com/user/JackHartmann
Khan Academy
- https://www.khanacademy.org/
PBS Kids
- https://pbskids.org/
Google Virtual Tours
- https://artsandculture.google.com
Fostering Wellness During a Time of Continued COVID Uncertainty (Higher Education)

https://www.insidehighered.com/views/2022/01/21/eight-actions-student-wellness-amid-continued-covid-uncertainty-opinion

Online 12-Step Meetings

Here are some links for online (phone or video) 12-step meetings:

AA Online Meetings
- https://aa-intergroup.org/directory.php
NA Online Meetings (Choose "Web" or "Phone" as the country)
- https://www.na.org/meetingsearch/
Al-Anon Electronic Meetings
- https://al-anon.org/al-anon-meetings/electronic-meetings/
Nar-Anon Online Meetings
- http://www.naranon.com/forum/

Misc.

We have provided a variety of website links that may help employees with a variety of issues!

Coronavirus self-checker
- https://www.cdc.gov/coronavirus/2019-ncov/symptoms-testing/index.html
If you are sick or caring for someone
- HTTPS://WWW.CDC.GOV/CORONAVIRUS/2019-NCOV/IF-YOU-ARE-SICK/INDEX.HTML
Coronavirus in our communities: Ethical dilemmas and solutions with empathy
- https://goodmenproject.com/featured-content/coronavirus-in-our-communities-ethical-dilemmas-and-solutions-with-empathy-lbkr/
Want to help the spread of Coronavirus? Take care of yourself
- https://www.huffpost.com/entry/coronavirus-how-to-prevent-spread_l_5e5ac8cfc5b6beedb4ec335f
Here's how to support local businesses during the Coronavirus pandemic
- https://www.huffpost.com/entry/how-to-help-small-local-businesses_n_5e7140b1c5b6eab7793e2321
Grocery shopping for a quarantine: What to buy and how much
- https://www.huffpost.com/entry/grocery-shopping-for-quarantine_l_5e67ec7ec5b6670e72fffffd
Is it safe to go to the grocery store during hte Coronavirus outbreak?
- https://www.huffpost.com/entry/safe-grocery-store-coronavirus-outbreak_l_5e710435c5b60fb69ddf23ed
How long Coronavirus lives on clothes, and how to wash them
- https://www.huffpost.com/entry/how-long-coronavirus-live-clothing-washing_l_5e724927c5b6eab779409e74

Furlough, Layoff, and Termination Information: Resources, Articles & Websites

In light of the challenging business climate we find ourselves in due to the COVID-19 global pandemic, we wanted to provide you with some resources your company may find helpful in dealing with any furloughs, layoffs, or terminations that may occur.

We have included a variety of articles, downloadable flyers, and website links appropriate for a variety of situations and audiences, so please be thoughtful how and when you distribute these. Some are appropriate for those being furloughed/laid off/terminated, some are appropriate for their managers, some are appropriate for those still working -- the "survivors."

We are here to help you any way we can during these challenging times.

Layoff and Furlough Articles and Flyers

Coping with Job Layoff
Common reactions to job loss and tips for dealing with the stress... Read More
Layoff Survivor 101
Suggestions for coping with the loss of a job and tips for what you can and can't control... Read More
When a Coworker Is Laid Off or Furloughed
When a co-worker is laid off or furloughed, you may grieve or react in certain ways... Read More
Coping with Workplace Change
Major changes such as downsizing or new management bring about fears because of uncertainty... Read More
Suggesting EAP to Furloughed, Laid Off, or Terminated Employees
It is often a difficult experience for managers to talk with employees who they need to furlough, lay off, or… Read More
Human Concerns in Disaster Recovery
When a disaster strikes, there are human concerns, risks, and applications for meaningfulness... Read More

WEBSITES THAT MAY HELP

Please note that all links on this page are external links. Employee Assistance of the Pacific is not responsible for the content in these links.

Current Articles Related to the Coronavirus

Here are some recent articles published specifically in response to the Coronavirus that may help:

Coronavirus Is Transforming the Workforce: What You Should Know (2020)
- HTTPS://WWW.THEBALANCECAREERS.COM/CORONAVIRUS-AND-THE-WORKFORCE-WHAT-YOU-SHOULD-KNOW-4799675
Coronavirus: How to Cope with Being Furloughed (2020)
- https://sports.yahoo.com/coronavirus-how-to-cope-with-being-furloughed-050019734.html
Struggling to Balance the Budget? Here’s How to Manage Staff Concerns the Right Way (2020)
- https://www.uschamber.com/co/run/human-resources/handling-coronavirus-layoffs
Effectively Managing Workforce Contraction in Turbulent Times (2020)
- https://www.mondaq.com/unitedstates/employment-and-workforce-wellbeing/915444/effectively-managing-workforce-contraction-in-turbulent-times--march-25-2020
Furlough FAQ: What employers need to consider (2020)
- https://www.armaninollp.com/articles/furlough-faq-what-employers-need-to-consider/
I just got furloughed. Now what? (2020)
- https://theamericangenius.com/editorials/i-just-got-furloughed-now-what/
What is an Employee Furlough, and Why do Employers Use Them? (2020)
- https://www.thebalancecareers.com/what-is-employee-furlough-1918132

Layoff Survivor 101

Responding to the loss of a job is often the same as with other losses:

Denial
Anger
Fear
Depression
Acceptance

Acknowledge the loss.

Possible Reactions:

Fear/insecurity/worry/anxiety
Sadness
Anger
Withdrawal
Guilt
Relief
Anticipation

Maintain Good Self-Care.

Nutrition
Sleep
Exercise
Uplifting activities

Ignore rumors.

Seek accurate information instead

Keep communication channels with your boss open.

Empower yourself.

Update your resume.
Increase networking opportunities.

Take control of your budget.

Two coping strategies:

Use solution-focused thinking — designed to eliminate problems
Reduce symptoms — to lessen the sense of hardship you are experiencing

Take time to review

what you can and cannot

realistically control.

I can control	I cannot control
My time	The unexpected
My attitude	Others' attitudes
How I treat others	How others treat me
How I treat myself	What people think, say, and do
My emotions	Others' emotions
My reactions	Others' reactions

You and your family members are eligible to see, at no cost to you, a professional counselor through your Employee Assistance Program.
Call us at (808) 597-8222 to schedule a time to meet with a counselor near you. All services are strictly confidential.

Supporting Transgender, Non-Binary, and/or Gender Nonconforming Employees

Rainbow Trans Heart

Making the workplace an inclusive and affirming place for employees who are transgender, non-binary, and/or gender nonconforming is not only a legal mandate, it is the right and pono thing to do. All of us have the right to safely express our gender identity, be judged by our merit and ability, and to be free from discrimination and harassment based on protected classifications.

Your EAP is here to support individuals facing challenges in transitioning, “coming out,” or dealing with challenges along the way. We are also here to support teams and companies who are doing their best to support these employees so that all employees can perform to their full potential. Recognizing that the recruitment and retention of a diverse workforce is essential to successful organizations, we wanted to let you know we are available for supporting these issues, as well as providing you with some additional resources that may help you move forward.

WEBSITES THAT MAY HELP

Please note that all links on this page are external links. Employee Assistance of the Pacific is not responsible for the content in these links.

Here are some recent articles that may help:

Managing Gender Transition in the Workplace (SHRM, 2020)
- HTTPS://WWW.SHRM.ORG/RESOURCESANDTOOLS/TOOLS-AND-SAMPLES/TOOLKITS/PAGES/MANAGINGGENDERTRANSITIONINTHEWORKPLACE.ASPX
Gender Identity and Expression in the Workplace (NVIDIA, 2015)
- HTTPS://WWW.NVIDIA.COM/CONTENT/DAM/EN-ZZ/SOLUTIONS/ABOUT-US/DOCUMENTS/NVIDIA-GENDER-IDENTITY-AND-EXPRESSION-IN-THE-WORKPLACE.PDF
Accommodating Sex Tranformations (SHRM, 2009)
- HTTPS://WWW.SHRM.ORG/HR-TODAY/NEWS/HR-MAGAZINE/PAGES/1009AGENDA_DIVERSITY.ASPX
An Employee's Sex Change Requires Sensitivity (SHRM, 2010)
- HTTPS://WWW.SHRM.ORG/HR-TODAY/NEWS/HR-NEWS/PAGES/ACCOMMODATINGSEXTRANSFORMATIONS.ASPX
Study: Transgender Workers Face Obstacles to Inclusion (SHRM, 2011)
- HTTPS://WWW.SHRM.ORG/RESOURCESANDTOOLS/HR-TOPICS/BEHAVIORAL-COMPETENCIES/GLOBAL-AND-CULTURAL-EFFECTIVENESS/PAGES/TRANSGENDERWORKERS.ASPX
Sample Draft Gender Transition Plan Form (SHRM, 2009)
- HTTPS://WWW.SHRM.ORG/HR-TODAY/NEWS/HR-MAGAZINE/PAGES/1009AGENDA_DIVERSITY1.ASPX
Answers to Your Questions About Transgender People, Gender Identity and Gender Expression (American Psychological Association, 2014)
- HTTPS://WWW.APA.ORG/TOPICS/LGBT/TRANSGENDER
Workplace Gender Transition Guidelines (Human Rights Campaign, undated)
- HTTPS://WWW.HRC.ORG/RESOURCES/WORKPLACE-GENDER-TRANSITION-GUIDELINES

Also, many large cities (e.g. Seattle, Denver), governmental organizations (e.g. NASA, DOL, military branches), and universities have also published guidelines on best practices for supporting gender transition and gender non-conforming issues. These are easily obtained through a simple web search (e.g. "Gender Transition University Guidelines" or "Nonconforming Gender Issues Guidelines").

Our Well-Being Campaign

Prospective
Customers

If you don’t have an EAP, want to understand how EAP can help your bottom line and provide a positive ROI, or want to know more about us and how we’re different, we can help!

Current
Employer Groups

If you want to know how to get the most value from your EAP, how to best use our services, or how to refer an employee who could benefit from our services, we can help!

Supervisors
and Managers

If you want to know how to refer an employee who could benefit from our services, how EAP can support your career, and get tools to make your job easier, we can help!

Employees

If you want to know what your EAP benefit is, how it can help you, the kinds of services you and your family can get, how to use it, and make sure it’s all free and confidential, we can help!

Employee Assistance of the Pacific

Hawaii's LargestEmployee Assistance Program

Keeping Hawaii EmployeesHealthy, Safe, and Productive

Helping the Bottom LineOf Over 300 Hawaii Employers

Hawaii's LargestEmployee Assistance Program

Keeping Hawaii EmployeesHealthy, Safe, and Productive

Helping the Bottom LineOf Over 300 Hawaii Employers

Hawaii's LargestEmployee Assistance Program

Keeping Hawaii EmployeesHealthy, Safe, and Productive

Helping the Bottom LineOf Over 300 Hawaii Employers

Hawaii's LargestEmployee Assistance Program

Keeping Hawaii EmployeesHealthy, Safe, and Productive

Helping the Bottom LineOf Over 300 Hawaii Employers

Client Information

Background Information

What Brings You In?

Five Final Questions

I can control

I cannot control

ProspectiveCustomers

CurrentEmployer Groups

Supervisorsand Managers

Employees

1

2

3

Hawaii's Largest
Employee Assistance Program

Keeping Hawaii Employees
Healthy, Safe, and Productive

Helping the Bottom Line
Of Over 300 Hawaii Employers

Hawaii's Largest
Employee Assistance Program

Keeping Hawaii Employees
Healthy, Safe, and Productive

Helping the Bottom Line
Of Over 300 Hawaii Employers

Hawaii's Largest
Employee Assistance Program

Keeping Hawaii Employees
Healthy, Safe, and Productive

Helping the Bottom Line
Of Over 300 Hawaii Employers

Hawaii's Largest
Employee Assistance Program

Keeping Hawaii Employees
Healthy, Safe, and Productive

Helping the Bottom Line
Of Over 300 Hawaii Employers

Prospective
Customers

Current
Employer Groups

Supervisors
and Managers