Corporate Chaplaincy The Missing Link in Business_Final_5-13-16

THE MISSING LINK IN BUSINESS

About Workplace Life Is Hard . . . Then We Go to WorkChaplaincy Services, LLC We are all people before we are employees. As humanWorkplace Chaplain Services, beings, we all deal with personal challenges at some pointLLC (WCPS) is a Brooklyn, NY in our life, such as:based company that providescorporate chaplaincy for  A debilitating illnessbusinesses in the Tri-State Area  Substance abuseand beyond.  A failing marriage  IncarcerationWe provide the missing link in  Thoughts of suicidebusiness by taking care of your  Grief and lossgreatest assets: your employees. If  Infertilityyour employees are whole, theycan give 100%. When our alarm clock goes off the next day, we can either call in sick or bring our struggle to work with us. EitherWe provide care and compassion way, it affects business, and it impacts those around us.to help employees be complete—mind, body, and soul. We believe What Is the Best Way to Provide Help?extending this kind of careimproves people’s lives and The good news is that 87 percent of employees said theyimproves human performance. would work harder for a company that is willing to help them with their personal problems.1 But what is the bestWhen people are able to work way to help employees and their immediate families withthrough personal struggles in a the tough issues of life while still maintainingconfidential and supportive way, appropriate, healthy boundaries between managers andmorale goes up, and performance- workers?draining conflicts and corporatecynicism go down. Answer: Corporate chaplaincy.We incorporate a variety of meansfor caring in the workplace,including: Confidential caregiving Crisis intervention Ethics training Coaching and development Referrals to other professionals

What is Corporate CAPS vs. Traditional EAPsChaplaincy? Traditional Employee Assistance Programs (EAP) andMany companies are discovering Chaplaincy Assistance Programs both help employees dealthe human resource and bottom- with personal issues that affect job performance, but they reachline benefits of having a corporate and serve employees in different ways. A Traditional EAPchaplain on their premises on a provides telephone-based, short-term assistance and referralregular basis, and available by services. A CAP offers the same assistance and referrals, andphone 24 hours a day, 7 days a much more…week, 365 days a year in case of anemergency, crisis, or other need. CONNECTION: Traditional EAPs have usage rates of 5 to 7 percent.3 CAPs, however, have usage rates of 55 to 95 percent4Chaplain-based Employee due to the relational nature of CAP service.Assistance Programs (or CAPs)enable employers to take care of RELATIONSHIP: Traditional EAPs are like calling techtheir greatest assets—their support when you have a personal problem. And while someemployees. people will call an 800 number and talk to a stranger when they’re desperate, most do not. Because chaplains buildA CAP is a personal, voluntary relationships with people on a regular basis, employees arebenefit available to employees comfortable enough to confide in them when problems arise inand their immediate family their lives.members or members of theirhouseholds. It is sponsored by the PROACTIVE: Traditional EAPs wait for the phone to ring, butcompany, but provided by a CAPs uncover and solve small issues before they become bigchaplaincy provider. issues. Managers often see the warning signs, but don’t feel they can address it—or even tell the employee to call the EAPFeatures of a CAP include: for help—without crossing the boundaries of their boss- subordinate relationship. Corporate chaplains, however, can Support for employees that address issues in the natural course of their relationships with costs them nothing employees. Ongoing, accessible, personal CULTURAL TRANSFORMATION: Traditional EAPs focus care available to all employees on helping people through their problems as quickly as and their household members possible over the phone. But a corporate chaplain is not just helping solve personal problems, he/she is engaged with Confidential help from a managers and staff, helping everyone communicate and work neutral support person who is together more effectively—with less conflict and more outside the company2 collaboration. The result is a corporate culture where people stop blaming one another and start taking personal and team ownership of business challenges.

Studies Indicate It’s Not About ReligionEAPs AreCost-Effective Because chaplaincy and spirituality often go hand-in-hand, there are some commonThe U.S. Department of Health and Human misperceptions and fears about ChaplaincyServices reports, “All of the published Assistance Programs. But there’s no need to bestudies indicate that EAPs are cost- afraid. Chaplaincy is not about pushing religioneffective.”5 More specifically, the U.S. in the workplace; rather, it’s about personal careDepartment of Labor has found that for for people regardless of their beliefs orevery dollar invested in an EAP, employers backgrounds.generally save anywhere from $5 to $16.6 This is not to say corporate chaplains don’t talkIn addition, EAPs can reduce sick leave about faith. Indeed, if an employee initiates andusage by 33 percent, work-related accidents invites a conversation about faith, a chaplainby 65 percent, workers’ compensation will engage. But if that invitation has not beenclaims by 30 percent, lost time by 40 percent, made, a chaplain simply operates as a life coach,and grievances by 50 percent.7 listening, encouraging, advising on practical matters, and helping the employee or theirGoetzel, Juday, and Ozminkowski reviewed family member deal with life’s pressures in afindings across 21 studies related to Return healthy way.On Investment (ROI) conducted byemployers and their EAP providers. All of Corporate chaplains follow the Guidelines onthe programs reported a positive ROI, Religious Exercise and Religious Expression inranging from $1.49 to $13 per dollar spent the Federal Workplace. In 60 years of corporateon the program. chaplaincy, with over 6,000 (and growing) corporate chaplains nationwide, there has neverMental health programs demonstrated one been a court case contesting this institution.of the highest ROIs.8 What Are the Benefits of Having aGiven the fact that employees utilize Chaplaincy Program and What RoleChaplaincy EAPs even more frequently than Do Chaplains Play in the Workforce?Traditional EAPs, the ROIs for organizationswith CAPs are even higher. Imagine what a Benefits Summarydifference a CAP can make in yourorganization. Cleric Services Weddings, funerals, hospital visits, Safe Person Advisor or confidant Early Warning Employee personal issues Notification/Indicator Referral System Alcohol, drug, suicide, financial, marriage, etc. Relationship Builder Employee/employee & employee/management Religious/spiritual Biblical perspectives, prayer, bible resource study, etc. (ONLY BE REQUEST!)

What Every Good CFO Dreams AboutA Chaplaincy Assistance Program is more than just a good idea; it’s a business strategy that isalmost guaranteed to generate a return on investment. The financial case for a CAP centers onthree areas of measurable impact: reduced “presenteeism” (low productivity) and absenteeism,reduced employee turnover, and reduced health and disability claims. When you look atchaplaincy as an alternative to other corporate investments, considering opportunity costs, it’shard to beat.Reduced Presenteeism and Reduced Employee TurnoverAbsenteeism Estimates vary, but most agree that the costsThe majority of productivity improvements associated with employee turnover can beassociated with EAPs tend to be seen in the 50 percent to 150 percent of an employee’sreduction of “presenteeism” and annual salary.19 A Chaplaincy EAP canabsenteeism. Presenteeism—coming to work improve employee retention through directwith your body but leaving your heart and intervention by a chaplain for employees atmind at home—accounts for the highest risk of voluntary or involuntary termination.productivity losses in the workplace at 80percent. Absenteeism accounts for the other Mark Scott, a former vice president of20 percent.14 marketing for HomeBanc Mortgage Corporation, attributed his company’s lowThe most common mental health problem in turnover (14 percent, versus the 20 percentthe workplace is depression; it is also the industry average) to employing adisease that has the most overall impact on Chaplaincy EAP.20 Similarly, a large regionaljob performance. In 1990, depressive Pizza Hut/Taco Bell franchise, previouslydisorders were estimated to cost employers known as Austaco, credited its Chaplaincy$43 billion per year.15 Data from a national EAP with a reduction in annual employeesurvey of workforce disability leave also turnover from 300 percent to 125 percent,indicated that workers with depression take which is unheard of for fast-food10 percent more days off of work than their companies.21 Allied Systems Holdings, onenon-depressed counterparts.16 of the largest trucking companies in the U.S., attributes its low employee turnover to its Chaplaincy EAP as well: less than 10 percent a year, compared to the industry

average of 100 percent.22 Finally, Tim [Our ChaplaincyEmbry, CEO of American Lubefast, reportedthat since he implemented the chaplaincy Assistance Program]program, his employee turnover rate andproduct shrinkage (losses due to theft) is an employeedeclined dramatically. He described theChaplaincy EAP as “an employee assistance assistance plan onplan on steroids.”23 steroids.WE ARE NOT A CHURCH ORGANIZATION Tim EmbryAs a for-profit business WCPS is not in the CEO, American Lubefastbusiness seeking donations, rather we arepresent onsite to service the emotional and Winning the Battle & the War at Work:spiritual needs of employees. An employer-sponsored Chaplain Assistance Program Today’s work climate of layoffs, downsizing,(CAP) does not discourage or eliminate the workplace shootings and mergers can be seen asneed for someone to become involved in a a battlefield for 21st-century employees. Thelocal church. At first glance, it may appear need to respond to the spiritual needs ofthat chaplains are in a position to fill the role employees and the frustrations that they takeof a pastor. To some, this may lead them to home has become just a small portion of thediscourage chaplaincy in the workplace vague role that chaplains playbecause they do not want to eliminate the Following the military chaplain model,need that someone might have to develop a corporate workplace chaplains help companiesrelationship with a local pastor or and company employees win through thediscourage involvement in a local church. ministry of being present onsite and beingUnfortunately, this is a common available to serve. Not only will Workplacemisconception that misinterprets the role of Chaplain Services, LLC help your company tothe chaplain. The reality is that effective win the battle, but improve the company’schaplains encourage those they serve to bottom line through employee satisfaction andbecome actively involved in a supportive productivity to win the War!faith community. The role of the chaplain isnot to replace any of the resources currentlyprovided by the community or the localchurches, but rather, chaplains see their jobas one in which they can encourage thosethey serve to connect with the resourcesthey need and establish a spiritual supportnetwork.

Benefits That Can’t Be Measured The Difference between Good andThere are many benefits that cannot be as easily measured Great Is in the Soulas ROI—benefits that can make or break a company. In the groundbreaking researchSaved marriages and lives. Corporate chaplains have chronicled in A Spiritual Audit ofplayed a role in saving countless marriages from divorce. Corporate America: A Hard Look atThey have also been there to help save lives from planned Spirituality, Religion, and Values insuicides. These are services no one can put a price tag on. the Workplace, authors Ian Mitroff and Elizabeth Denton arrive atBetter customer service. When your customer service some surprising conclusions.employees are struggling with life’s issues, it can Their data strongly suggests thatnegatively affect their ability to provide the best possible those organizations that have aservice to your customers. Chaplaincy helps employees greater sense of spirituality (i.e.,keep their morale up while they process the stresses of bring their souls to work, not justlife. As a result, their frustration over their issues is not their minds) have employees who:directed at your customers.  Are less fearful of theirReduced conflict. How many hours are lost to employee organizationsconflicts each month? What if there was someone fromoutside the organization who, when invited, could coach  Are far less likely tostaff and management to relate to and communicate with compromise their basic beliefsone another in a healthier way? How much more work and values in the workplacecould get done?  Perceive their organizations asDecreased risk of litigation. A chaplain can help reduce significantly more profitablethe risk of litigation by diffusing heated situations andhelping the employees involved respond in an  Report that they can bringemotionally healthy way. significantly more of their complete selves to work,Decreased risk of violence in the workplace. Over 10 specifically their creativity29percent of deaths in the workplace are murders, andnearly two million people a year are victims of violence or People can bring their minds andthreats in the workplace.28 Chaplains play a key role in bodies to work, but when theypreventing workplace violence by helping people work bring their hearts and souls,through their stresses, depression, and/or workplace greatness emerges. Corporateconflicts. chaplaincy helps employees do their work with their minds and souls. When you look at the totality of evidence from a human capital perspective and from a profitability perspective, corporate chaplaincy offers value on every level.

What America’s CEOs Are Sayingabout Corporate ChaplaincyCorporate chaplaincy is not just a great idea; it’s also a human capital strategy that works incompanies of every size and in every industry—from small businesses to the Fortune 500.“I have no doubt based on story “We recognized that we needed toafter story as to the chaplain try to deal with our employees asprogram’s human and bottom-line whole employees–bodies, mind, andvalue.”30 soul. It’s been enthusiastically embraced by our employees,John Tyson primarily because it’s completelyChairman and CEO nonintrusive.” 33Tyson Foods Lauren Steele“People spend the majority of their Vice President of Corporate Affairsworking lives here, and I believe Coca-Colathat if we recognize their needs andtry to create a climate that makes More from Coca-Cola Bottling…them better people, the byproductwill be better, happier, and more Robert Pettus, vice chairman of Coca-Cola,productive associates.”31 has studied the costs and benefits of workplace chaplaincy programs andPatrick Flood concluded that they more than pay forFormer CEO themselves in terms of lower turnover,HomeBanc, Mortgage Corporation higher morale, and healthier staff. By way of example, Pettus shared that some union“Starting our chaplaincy program employees—who happened to be a group ofwas the best thing I have ever done single mothers—approached him and saidin business.” 32 that if tough economic conditions meant the workplace chaplaincy program might haveTim Embry to get cut, they were willing to give up otherCEO benefits instead so as to keep that one. In 30American Lubefast years of work in human relations, he had never heard such an offer. 34

 Ordained Ministers- 16 years Pastor- 2 Years Organizational Leadership PhD Graduate & expert in Workplace Chaplaincy field Certified Chaplain- New York State Chaplain Task Force 30 + years of professional work experienceOTHER CERTIFICANTIONS INCLUDE: Frist Aid CPR AED FEMA

 Certified Chaplain- New York State Chaplain Task Force 25 years in Human Resource Management (Generalist, Talent Acquisition & Benefits) MBA, Human Resources Concentration 35 + years of professional work experience Youth Outreach Director (20+ years for local church organization)OTHER CERTIFICANTIONS INCLUDE: Frist Aid CPR AED FEMA

References 14Deirdre Hiatt et al., “EAP Treatment Impact on Presenteeism and Absenteeism: Implications for Return onThis document was created by Steve Cook and Diane Investment,” Journal of Workplace Behavioral Health (2008).Hanson and adapted from Bryan Feller’s “A Business Casefor Corporate Chaplaincy” with permission. 15D. Conti, & E. Burton, “The Economic Impact of Depression in a Workplace,” Journal of Medicine (1994).1Roper Center poll, 1995. 16R. C. Kessler et al., “Depression in the Workplace: Effects2Personal information will not be revealed to management on Short-Term Disability,” Health Affairs (1999).or any other person, except in cases of child abuse, or whensomeone poses a threat to themselves or the safety of 17Hiatt, “EAP Treatment Impact.”someone else. In such cases, employees will be informedthat the conversation is venturing into an area where the 18“Measuring the Success of EAPs,” Employee Benefitchaplain is obliged to report what is discussed and asked if News Canada (January/February 2006).they want to continue. 19“Driving the Bottom Line: Improving Retention,”3George E. Hargrave et al., “EAP Treatment Impact on Saratoga PricewaterhouseCoopers LLP (2006).Presenteeism and Absenteeism: Implications for Return onInvestment,” Journal of Employee Assistance and Workplace 20Tracy McGinnis, “Business Has a Prayer,” Forbes, JuneBehavior (2008). 2006.4Corporate Chaplaincy EAP usage rates reported by 21Ibid.Capital Chaplains, LLC, Madison, WI (2011). 22Harriet Hankin, “The New Workforce: Five Sweeping5T. C. Blum & P. M. Roman, “Cost-Effectiveness and Trends That Will Shape Your Company’s Future,”Preventive Implications of Employee Assistance AMACOM (2004).Programs,” U.S. Department of Health and HumanServices (1995). 23Garrett McKinnon, “Tim Embry: 2007 Fast Lube Operator of the Year,” National Oil & Lube News (December 2007).6U.S. Department of Labor, “What Works: Workplaceswithout Drugs” (1990). 24Blum and Roman, “Cost-Effectiveness and Preventive Implications.”7See https://www.investeap.org/. 25Ibid.8R. Z. Goetzel, T. R. Juday, & R. J. Ozminkowski, “What’sthe ROI?—A Systematic Review of Return On Investment 26C. Dainas and D. Marks, “Abbott Laboratories’ EAP(ROI) Studies of Corporate Health and Productivity Demonstrates Cost-Effectiveness Through Two Studies andManagement Initiatives,” Association for Worksite Health Builds the Business Case for Program Expansion,”Promotion (Summer 1999); Masi Research Consultants, Behavioral Health Management 20(4).based on their study with the federal government, MerrillLynch & Co., and the National Fire Protection Association. 27Ibid.9Kenneth R. Collins, “Cost/Benefit Analysis Shows EAP’s 28Workplace Violence, U.S. Department of LaborValue to Employer,” EAP Association Exchange (December Occupational Safety and Health Administration (2002).1998). 29Ian Mitroff and Elizabeth Denton, A Spiritual Audit of10ASIS, O. P. Norton Information Resources Center, Corporate America: A Hard Look at Spirituality, Religion, and“Substance Abuse: A Guide to Workplace Issues” (August Values in the Workplace (San Francisco: Jossey-Bass, 1999).1990). 30Danny Fisher, “Tyson Foods’ Chaplaincy Program Earns11Amaral & Phelps, EAPA Conference (1996). 2007 International Spirit at Work Award” (October 2007).12Alexander and Alexander Consulting Group (1985-1989). 31Melba Newsome, “Hey Reverend, Let’s Do Lunch,” U.S. News & World Report (January 2005).13Employee Assistance Society of North America (EASNA),Selecting and Strengthening Employee Assistance Programs: A 32McKinnon, “Tim Embry.”Purchaser’s Guide (December 2009). 33Newsome, “Hey Reverend.” 34David W. Miller, The History and Promise of the Faith at Work Movement (New York: Oxford University Press, Inc., 2007).