1. The Impact of Military Deployments in the Workplace

2. Introduction Today’s Presenters Dan Lafferty, MSW, LSW, CEAP Kris Huey, MS, NCC, LPC, CEAP Donna Pitkoff, MS, NCC, LPC, CEAP Military OneSource An integrated EAP and Work/Life program offered to U.S. Military service members and their families

3. Objectives Overview of military demographics and types of deployment Focus on the family Focus on the workplace

4. About the U.S. Military 1.4 million Active Duty, 1.2 million Reserve/Guard members, 800,000 DoD Civilians, and 40,000 Coast Guard Women in uniform: 15% for Active Duty; 17% for Reserve/Guard Almost 50% of Active Duty is 25 years old or younger Largest age group for the Reserve/Guard is 25 or younger Just over 50% of Active Duty and Reserve/Guard force is married Military members with children: 44% for Active Duty, 38% for Reserve/Guard About 69% of Active Duty spouses are either employed or actively seeking employment When activated, 4 out of 10 Reserve/Guard members experience a loss of income More than 768,000 members of the Reserve/Guard have been mobilized since the Persian Gulf War. For the previous 36 years, the figure was 349,208 Sources: www.caliber.com and www.operationhomefront.org

5. Types of Deployment Deployment to combat/war zone (OIF/OEF) Humanitarian/peacekeeping missions Back-filling a position Guard response to a natural disaster Border patrol Naval deployments to sea (peacetime/wartime)

6. Changes in the Family Shift in family dynamics and roles Single parent status Guardianship issues Dependent care issues for elderly Income changes Possible need to relocate

7. Emotional Cycle of Deployment Pre-deployment During deployment Post-deployment

8. Pre-Deployment  Anticipation of Loss Pre-Deployment  Detachment & Withdrawal

9. During-Deployment  Emotional Disorganization During-Deployment  Recovery and Stabilization During Deployment  Anticipation of Homecoming

10. Post-Deployment  Renegotiation of marriage contract Post-Deployment  Reintegration and Stabilization

11. Contributing Factors Repeated deployments Extended deployments R&R Leave Clinical issues Severe injury Casualties

12. Impact of Deployment on Employers Small number, huge impact How businesses cope Financial impact Special populations

13. USERRA Uniformed Services Employment and Re-employment Rights Act (1994) Who is eligible? Covers absences from work, due to military service and training Up to 5 years cumulatively Employee/Employer responsibilities Employer cannot discriminate based on status as a service member

14. What Can Managers Expect? Pre-Deployment Conflict between loyalty to job and service Increase in phone calls to family and to make arrangements Use of sick days and time off Decreased productivity Difficulty concentrating/distraction Distancing from coworkers, friends, and family Emotional reactions (anxiety, anger, confusion)

15. What Can Managers Expect? During-Deployment Distraction News monitoring/internet surfing Emotional reactions (anxiety, fear) Stress due to separation Work-life balance issues

16. How Can Managers Help? Understand company policy on military leave Be prepared for questions about job protection – USERRA Set aside time to talk Be flexible and keep communication open Expect other employees to be impacted Be proactive about managing workload

17. Re-Entry into Civilian Work It is a process, not a one-time event Readjusting Feeling out of place Response of Co-workers Lack of interest/excitement about work Change in values

18. Workplace Changes Personnel changes Job duties assigned to someone else New job duties/responsibilities Advancement of peers or colleagues

19. Emotional Changes Conflict between military and civilian identity Lack of cohesion around a mission Altered belief systems Distrust Marital problems interfering with work Financial problems Mental health problems

20. Clinical Issues in the Workplace Post Traumatic Stress Increased Drug and Alcohol Use Marital Problems Increased domestic violence Family Problems

21. How Can Managers Help? Post-Deployment Allow for gradual re-entry Welcome the employee back Make introductions Meet to discuss changes Support the employee with training Be alert for signs of difficulty Support other impacted employees Limit political debate or discussion

22. EAP Assessment Psychological symptoms Health and physical symptoms Impact on work functioning Impact on interpersonal relationships Coping skills – past and present Substance use/abuse Previous traumatic experiences Deployment-related experiences

23. EAP Intervention Focus on improving or maintaining work function Reduce isolation/social withdrawal Strengthen family relationships Prevent substance abuse Be practical and specific Set up longer-term referrals ahead of time

24. Changed Views Chart From: Courage After Fire: Coping Strategies for Returning Soldiers and Their Families (2006) by Keith Armstrong, L.C.S.W., Suzanne Best, Ph.D.,and Paula Domenici, Ph.D. (page 140)

25. Implications for EAP Professionals Stretching traditional EAP limits Return to work conferences Know your boundaries Know your resources

26. Questions?