I view de-stressing of the workplace as a team oriented action. Utilizing an approach supported and perhaps centered by organization leaders is I believe highly valuable in creating a common context for discussion and action. Individual actions and motivation go hand in hand with the organization in creating an emotionally satisfying workplace as well as managing outside stress issues that inevitably impact workplace behavior. Two small examples can illustrate my point.

From the organizational perspective, consider this. A merger comes up, and discussion in the workplace centers on the high level of uncertainty that passes through the organization. You will likely find some who are not fased by this process, and some who are. If your organization has had stress awareness and management training, venting is understood as a process apart from the need to guarantee positions and other external security issues. If for instance team members are necessarily in a situation of re-organization, staff members can be tuned to address issues of certainty, as for instance highlighting the performance records of personnel, or the record of flexibility personnel has demonstrated.

From the individual perspective, while externally solving issues of anxiety, uncertainty and stress is traditional, behaviorally programmed and historically reinforced, studies have found that individuals with the learning and practice to use internal as well as external stress management tend to fare better. For instance, though males tend to be socialized towards external management of stressors-which is par for the course for the fight or flight mechanism-external stress management tends to fare less well in life changing circumstances like a death in the family, catastrophic illness, sudden job loss or natural disaster that takes the home, the natural icon for security. In these cases internal stress management, which tends to be socialized by women, tends to fare better. These kinds of tactics include re-thinking, emotional compensation techniques, venting, relaxation and letting go of the need to change the emotions surrounding the situation.

Organizational stress analysis, when used inclusively to catalog, classify, and offer options for stress issues, doesn't mean that the organization needs to accept full responsibility for all stressors individuals identify in the workplace. This would be ridiculous. On the other hand, an emotionally intelligent organization will provide to its co-workers information on potential stressors in and outside of the workplace as well as offer its team solutions for managing stress created by the spectrum of stressors, options that develop good stress communication as well as make explicit viable options to allow individuals to step out of the either-or of the fight or flight mechanism.

By working with a regular stress management support program; efficiency, personal investment in the organization and potential savings for the organization-as well as personal satisfaction in the workplace-can be realized. While stress is considered a primary component in the majority of doctor visits, proactive stress management has the capacity to lower the number of sick days an organization has to absorb as well as lower overall health care premiums-by proactively providing for an emotionally healthy, low stress environment that in turn offers greater employee satisfaction and de-stressing options.

Are you an employer who needs to know the past of a potential employee? Are you in a new relationship and are curious about the past of your new mate? If so, then you should consider a state background check. Once you run a background check, all your questions will be answered!

In today's world many people run state background checks on many people. The reasons for these background checks will vary from person to person, and situation to situation. Two most common reasons to have a background check performed are: if you are an employer and want to know more about a potential employee, or if you want to know more about a potential mate.

If you are an employer and chose to run a background check on a potential employee there are several key questions that you will be able to answer. Many potential employees will not voluntarily give information about their criminal backgrounds to potential employers. The reasoning behind this, is that they are afraid if they are honest they will be disqualified for the position they are seeking. If you work in retail, you will want to check if the potential employee has a history of theft, or even violent behavior. It is a proven fact that the number one cause of merchandise loss in retail is due to employee theft. If your business works with children, you will be able to check if the potential employee has a history of sexual assault involving minors. This will ensure the safety of the children who's parents have entrusted you with their children.

Many people will run a background check on potential mates. We have all heard the phrase, "You can never know everything there is about another person." While this might be true, if you run a background check you can learn a lot. If you have questions about your potential mate's past marriage/divorce history, you can learn the truth. You can also find out if your potential mate has a history of being arrested for violent behavior, or any other behavior that can prove to put you in an unsafe situation. If you are considering marrying the potential mate, and you have children a background check can also benefit you in order to ensure that your children are safe. You can also find out if your potential mate has been involved in any type of illegal activities.

Many people do not agree with background checks. They will argue that potential employees are denied employment because of something they did twenty years ago. That is untrue. Most employers who run background checks will take into account if the potential employee had problems when they were younger. A background check will show that there is no pattern of illegal behavior if it was a one time instance.

In today's society it is almost necessary to run a background check on any potential mates. It is to ensure the safety of the man or woman who is running the background check. Many people will not even consider running a background check. Those who do have a reason to. Something was said, something was not said, or a situation came up that made the other person unsure.

When you run a state background check it is possible to do so anonymously. No one will ever know that you ran a background check unless you decide to share the information.

According to a survey conducted by The Conference Board:

· Less than 39% workers under 25 are satisfied with their employment situation

· Less than 45% of worker between 45-54 are satisfied

· Of the 55-64 age workforce, almost 1/2 are satisfied

The Conference-Board website for more information.

Given these statistics, it's no wonder that HR and personnel directors feel as though they are glorified doormen. Many of the employees have their antenna up scouting for the next business opportunity. I call this "short-timers disease".

A local fast food retailer advertised to new hires that if they stayed at least 90 days, the survivors would receive a $500.00 bonus. Maybe if some of them put in as much time and effort at work as they did looking for the opportunity, they might actually aspire to greater heights at their current place of employment. Why is it that the grass just seems to have a different hue of green elsewhere? Maybe employers should just hand out jade-colored glasses. The obvious drawbacks due to the amount of quality work time lost from a lethargic work staff compound the work load and retard the time frames to achieve goals and work completion.

So how does an employer cut down on this "short-timers mindset?

· Bonus and pay structures should be re-evaluated

· Proper training seminars should be conducted

· Workloads need to be assessed

· Recognition and appreciation of jobs well done should be rewarded and publicly announced

One of the best ways to keep your finger on the pulse of the employees' concerns is to have an advisory board that includes staff workers to have a voice and assist in creating and implementing attractive motivational benefits. Consider implementing a company incentive program. Most importantly, keep the lines of communication open between management and staff and please take off those jade shades.

When applying for a new job you may have had to first pass a criminal background check. These checks are essential in keeping a company safe from criminals. You may be wondering what exactly a company is looking for and what is included in these background checks. The truth is every company is different and the type of search they perform will vary. The type of background search performed will depend on factors such as the type of job, the company and the position.

One of the first types of background checks is a statewide criminal search. It is the most commonly used criminal background check in the US and is performed in every state except for Massachusetts and Delaware. This search is based on the name submitted and date of birth and is used to find any recorded criminal records from a specific state usually within the last seven years. The reports include information such as court records, felony convictions, misdemeanors and traffic offenses. Companies use this search when they need insight on a possible employee's legal character.

A county criminal search is another commonly used background check. The county criminal search is the most accurate and up to date criminal record search available. This is a search of any felony or misdemeanor records typically within the last seven years. It is performed directly in the county courthouse. The search is based on the name, date of birth and in some states the social security number submitted. A normal match is made using the name and date of birth. The results will include criminal record information including any charges, statutes, and sentences.

The Social Security Number Verification is when employers match the employees name with their social security number before submitting a W-2 form. The check also searches the validity of the address and name on the file. This is important because unmatched records cost additional money and uncredited earnings for employees. Each social security number check reports the employee's name to the search as reported by the Social Security Administration and three credit bureaus.

A credit report is a verification of an individual's credit history. This includes a detailed account of any credit, judgments, tax liens, bankruptcies or any other matters of public records against an individual. In simpler terms, it is a report of how you have paid and how much you've owed the years. When searching the credit bureau matches the social security number, name, and address on the applicant with information retained by the bureau.

A less commonly used background search is a driving records check. If the job includes a driving position companies will often conduct a driving record check. These checks are reported using a name and driver's license number. They include information such as accidents, traffic violations, and license status. Driving record checks are important because an reckless employee can bring a companies insurance premium up.

A final type of criminal background search that a company may use is an education verification. Companies often want to see if you have attended and graduated from the school that is on a resume. With an education verification companies can verify educational degrees, certificates or enrollment in universities, colleges, trade/vocational schools, and high schools. An education verification confirms graduation dates, attendance dates, majors, and any graduating details.

It is very important for employers to check all employees' backgrounds. It has been estimated that up to forty percent of all resumes contain falsified information. Businesses want to make sure that they are getting the same employee they see on paper. Negligent hiring has led to many lawsuits. Federal and state laws also now require that background checks be conducted for certain occupations. Any person working with children, the elderly, or the disabled must get several background checks before they are hired. Another factor leading to background checks are current events. After September 11th job security has tightened and the Enron scandal led to professional scrutiny. Companies now know how important it is to have trustworthy employees. There is no need to be afraid of a criminal background check as long as you know what to expect.

Naturopathic association gets behind the source of stress

We spend a large part of our lives at work. We make friends, network with colleagues and plan our retirement years based on our active lives in the workplace. But for all the time we spend at work, how healthy is the work climate? The answer to this question has become the focus for a growing number of companies that provide employee assistance programs.

Everyone has experienced a cold or flu, which was "going around the office", or had allergic reactions to cleaning fluids or strong perfumes in the workplace. Some jobs require physical endurance and may have a high risk of accidents. Regardless of our job descriptions, we cope with deadlines, routines that can be repetitive, and environments which we can't control. The result can be a great deal of stress that can leave us vulnerable to whatever is "going around the office."

Employers are now beginning to realize the interconnection between work and mental and physical health. How we juggle our family lives with work pressures, workplace stress and our ability to achieve excellence have become a focus of human resources professionals. The concept is not whether we are sick or well. It is the environment we work in and the impact of that environment on our lives, our attitudes at work and how we can cope with stress and job- or family-related pressures.

Employers are also beginning to connect this to productivity. Seventy-five per cent of employees would like to see holistic health as part of their working relationship and 85 per cent of those polled believe that holistic health reduces employee assistance costs.

One company that didn't need an opinion poll to introduce this idea to its employees is Husky Injection Moldings. Husky employs 1,400 people at its plant in Bolton, Ontario. It has an employee assistance team of eight healthcare professionals, including both a medical and naturopathic doctor (ND). The employee assistance program includes consultations with the ND and health educational programs such as information fairs. The program manager calls the inclusion of naturopathic treatments the "Cadillac" of the program. Representatives of Husky say naturopathic doctors are the key to prevention and employee education. The Husky example is just one of the ways to address the myriad of workplace well-being issues.

Some issues in the workplace that negatively affect our health are easy to resolve. For example, many people spend most of their workday in front of a computer screen. More often than not, the screen we look at is higher or lower than our neck and head. This can cause us to adopt an awkward posture which, over long periods, can compromise health. By simply raising or lowering the screen we can help correct our posture.

How we handle stress in the workplace is much more complex. These stresses include coping with environmental sensitivities such as dust or mold (statistics show that multiple chemical sensitivity affects about 15 per cent of the population), air quality in sealed office buildings or industrial work sites, fluorescent lighting and the effects of seasonal affective disorder, and communication with coworkers, to name just a few.

The British Columbia Naturopathic Association (BCNA) recently created a profile of the working environment and strategies to deal with it. Their employee assistance strategy is seminars for staff and management, interactive workshops, and educational materials. The BCNA also offers seminars that include fitness testing, basic health check-ups, blood typing and other areas of health.

The Association conducted stress management workshops for staff at Canada Trust for the first time. This involved an interactive seminar with a ND who addressed the mind/body connection of stress, nutritional tips on helping our bodies naturally cope with stress, as well as simple exercises and activities that reduce stress. Canada Trust has also held natural health fairs and various workshops for its employees. Human Resources Manager Olivia McIvor notes that Canada Trust's goal is to promote health and well-being in general.

Is a holistic attitude towards health too "new age" for some employee assistance plans? Sure--some people can't see the connection between stress at home and anxiety in the office. Some people have never taken the time to stop, focus and address what they do, how they do it. They don't look for ways and means to integrate mind, body and spirit in the workplace and in their private lives. But high profile companies, such as Royal Bank, KPMG, Aetna and others are taking the lead and offering their employees an opportunity to discover well being through a variety of complementary modalities.

Yet even if employers offer this type of employee assistance for their staff, is there any staff benefit? Absolutely. Canada Trust has seen a 17 per cent decline in stress among those enrolled in its 18-month-old program. Telus, another company making similar programs available to its staff, has shown a 28-per-cent lower absentee rate among employees. As McIvor notes, providing access to alternative practices can help staff strike a better mental, physical and emotional balance.

Companies such as Telus, the Royal Bank and Husky are achieving that balance, while at the same time seeing the "bottom line" improve. Employee assistance that monitors health improvements and cuts costs for business is crucial to this new emphasis on holistic health. Make sure your employee assistance program achieves a healthy balance, while at the same time giving employers a measure of success.

5 Ways to Assess and Improve Your Employees' Health

Emotional health is a state of wellness that comes from understanding and acknowledging our emotions and finding appropriate ways to express them. As employees, we often bring emotional problems from our childhood or current family life into the workplace because we haven't dealt with them effectively outside of work. This can seriously damage workplace relationships and lead to poor performance and negative feelings all around.

Many tools and techniques exist for helping us improve our emotional health. Some of the most common are given below, with real-life case histories illustrating their use. If an unpleasant mood or feeling persists over a length of time, don't hesitate to seek out a qualified professional. Corporate wellness programs usually have professional support already in place as part of their services.

1. Coaching/Counseling:
One of the hallmarks of emotional health is the willingness to ask for help when we need it. Confidential professional help, the coaching and counseling provided by employee assistance or wellness programs, can provide an external source of strength and insight for "working out" emotionally-based problems instead of "working them in" to your job.

2. Self-help Groups:
Self-help groups are designed to aid people in emotional situations in which they feel alone. The purpose of these groups is twofold: to allow people to safely feel and express their emotions, and to help break their isolation at work and/or in society at large and reintegrate them into society with the support of a peer group.

The classic self-help group is Alcoholics Anonymous, but thanks to technology, it's possible to connect with others that have common health challenges, no matter how unique the situation. People are taking advantage of tele-conference groups and social websites, such as sparkpeople.com and revolutionhealth.com. Corporate wellness programs often have such groups available through online or telephone support. Progressive corporate wellness provider Exan Wellness, for example, offers teleconference cell groups and moderated wellness forums for interacting with others in a supportive, confidential and anonymous environment. People with shared challenges get together and discuss the emotional challenges they are facing at work or in other areas of their lives and work through change together.

3. Journaling: Journaling is often recommended by counsellors as a way to help identify and process emotions. People record their emotions in writing as they experience them, in whatever form they wish. By helping the writer gain greater emotional clarity, journaling can help in making more emotionally informed decisions. In much the same way, letter writing enables people to identify and process the emotions they feel in relation to others. The letter does not have to be sent or its contents shared: it simply provides a place for the expression of feelings.

An 18-year-old "army brat," Brent has always done well at school, academically and athletically. But in his last year of high school, something seems to have happened to him. He has lost all interest in school, becoming moody and withdrawn.

Brent describes to his guidance counselor all the times he had to move when he was growing up. Each move wrenched him from his friends and forced him to play the role of the "new kid on the block." The counselor suggests that Brent write letters to the friends he has missed over the years telling them how he felt. Finally, he has a chance to say a proper goodbye.

4. Assess Your Emotional Health: Companies that seek to boost employees' interpersonal skills, or emotional intelligence in the workplace are more successful, according to ground-breaking journalist Daniel Goleman. And emotional intelligence is the buzzword in workplaces these days. Some workplace wellness programs have information about emotional intelligence, or emotional health assessments. Seek out more information about emotional intelligence for better corporate wellness.

5. Friendships/Support Systems: Friendships allow people to feel supported in their emotional journeys. At the same time, they give people an opportunity to develop their empathetic skills. These skills are also important for workplace health. When we are empathic with fellow employees, we help them resolve negative or unhealthy emotions. New friendships are made through hobbies, classes, clubs, or even through online groups. Many people are finding emotional satisfaction by connecting or re-connecting with friends through Facebook and other social websites.

Sometimes workplace stress that is not dealt with in a healthy manner can be brought home. A 36-year-old mother of three, Sarah, wants to be a good wife, a good mother, and a success at her job. One day, drained after a long day at work, she shouted at her rambunctious children and threatened to hit her youngest son. Her behavior horrified her. To make matters worse, she believes she is a failure at her job as well as at motherhood. She watches with jealousy as younger co-workers advance much more rapidly up the corporate ladder despite having less experience than she has.

On the advice of a counselor, she decides to take time out for herself and take a course for amateur painters. It doesn't take long before she strikes up a friendship with a single mom in the class. She once led a life very similar to Sarah's before managing to achieve a better balance between work and family. Her new friend becomes a much-needed sounding board for Sarah and offers her perspectives on her life that she hadn't considered before.