WHAT Subscribers ARE SAYING

ABOUT FRONTLINE EMPLOYEE!

“By the way, emailing these newsletters is GREAT. So easy to edit, turnaround, and send. Thanks for your help. Happy Thanksgiving." Sue Kerner, Southern New Hampshire Medical Center Nashua, New Hampshire - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - “We enjoy your articles each month and I thank you. I can't say enough about the two FrontLine publications we subscribe to. We are a small company who is a provider of EAP services to small and medium companies." Marylee Nunley, V.P. of Operations Resource Management Services Peoria, Illinois - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - “The newsletter is a great hit with our EAP companies and their employees." Sylvia Darlington Network Services Centre St. Michael, Barbados - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - "By the way, I am thrilled with the FrontLine newsletters. Excellent resource for both my supervisors and employees. Happy Thanksgiving." Elizabeth Robinson University of Connecticut Farmington, CT - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - "After downsizing, right-sizing, or whatever, I now provide direct services to over 10,000 employees with no other EAP staff. FrontLine Employee (and FrontLine Supervisor) enable me to have some type of newsletter. It is a most valuable tool." Ken Seaton, Civilian Employee Assistance Program Administrator Puget Sound Naval Shipyard Bremerton, Washington - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - "This month, October '01, your two newsletters were right on target. The FrontLine Supervisor addressed the specific issues I have been helping my customers and clients with the past month. A great reinforcement." Keith Crochiere, Co-owner EAP Network Taunton, Massachusetts - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - "A great resource, especially when you need to work out a newsletter in a hurry!" Bud Wassell Solutions, Inc Meriden, Connecticut - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - "The FrontLine Employee has been a big success for the promotion of the EAP. I have received several phone calls from employees to the EAP asking questions about the information. Keep up the good work!" Employee Wellness Associates Green Bay, Wisconsin - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - Our employees call me immediately if the FrontLine Employee is not in their office on the designated day of arrival." Melvina MacDonald Tallahasee Memorial Hospital Tallahasee, Florida

. . . . .TURN OVER TO SEE MORE!

M ultiple studies related to eating fruits and vegetables

seem to point to a previously under

emphasized benefit—reduced risk of stroke. The benefit

appears to be due to a reduction in blood pressure and

cholesterol associated with eating fruits and vegetables.

Researchers examined studies involving a total of about

250,000 people. Each pointed to similar results: eating

more fruits and vegetables (with an emphasis on fruits) re-

duces risk of stroke. Examine your health habits and family

risk of stroke, talk to your doctor, and dive into a cornuco-

pia!

Source: American Psychiatric Association

H oliday parties are a great way to connect with your coworkers and supervisors on a personal level. While the

mood may be festive, it’s important

to remember that your behavior

during office holiday parties is also

a reflection of you as an employee. Don’t let the lingering

memory everyone takes from this year’s holiday party be

an embarrassing one about you. As a business function, a

holiday party can be your opportunity to shine by creating

goodwill among your staff members. It can also be an op-

portunity for you to meet the CEO and other senior execu-

tives of your company whom you might not have met be-

fore (or not have had opportunities to speak with, perhaps

about that one great idea of yours!)

Memories from the Office Party

Fortify Your Brain with Fruit

O ne-fifth of Americans suf-fer from a diagnosable men-

tal disorder during any

given year. The exact causes of

mental disorders are unknown,

but an explosive growth in research has brought us closer

to the answers than ever before. Like physical illnesses,

mental illnesses have a biological component to them: in-

herited dispositions interact with triggering environmental

factors to produce mental illness. Understanding this fact

has taken much of the mystery and stigma out of mental

illness and has led more people to seek help. State-of-the-

art treatment for mental illness is very effective—as effec-

tive as treatments for high blood pressure, cancer, and ar-

thritis. Contact the EAP to learn more.

Source: Neurology Magazine, 65:1193-1197 November 2005

Important Notice: Information in FrontLine Employee is for general information purposes only and is not intended to replace the counsel or advice of a qualified health professional. For further help, questions, or referral to community resources for specific problems or personal concerns, contact your employee assistance professional.

Wellness, Productivity, & You!

YOUR EAP PROVIDER EAP services for DA/DOD employees and military

retirees as well as family members of soldiers, DA.DOD civilians and military retirees.

ASAP Services are confidential. For more information

or to schedule an appointment call 912 767-5672 DSN 870-5672

Employee Assistance Program

U.S. Army Alcohol and Substance Abuse Program

Imprinting Ideas — Let Us

Set It Up for You FREE!

B A

Taking the Mystery Out of Mental Illness

C

Fuente: www.apa.org/releases/sedentary-lives.html.

L os EAP ayudan a los em-pleados con sus problemas personales que pueden afectar el rendimiento en el tra-bajo. Pero, ¿y si no tiene un problema personal y simplemente quiere hablar en privado acerca de lo que está "pasando" en la oficina, en el lugar de trabajo, de tendencias, de políticas in-ternas y frustraciones relacionadas con eso? ¿O quizás desea compartir una idea de trabajo con un buen escucha? ¿Sería adecuado llamar al EAP? ¿Pueden estas charlas ser privadas también? Respuesta: Sí.

Es fácil sentirse ago-biado e incapaz de po-der ayudar a su em-pleador a combatir la recesión. Quizás ha pasado algo por alto: brin-dar un buen servicio al cliente. Esto puede tener un alto impacto en la seguridad de su trabajo. Durante una recesión, las empresas que lo-gran mantenerse por lo general ganan un gran mercado. Inclusive si no se produce ningún crecimiento durante este tiempo, las empresas pueden quedar muy bien posicionadas cuando la situación económica cambie, y tener muy pocos competidores. Los despidos, licencias, limitación de recursos, temor y estrés pueden poner a prueba su opti-mismo, pero no descuide a su cliente. El servicio al consumidor tiene una gran importancia al momento de decidir realizar una compra. Y la publicidad de boca en boca es el arma más poderosa con la que cuenta. Usted sí tiene el poder.

50 millones de esta-dounidenses llevan una vida sedentaria,

lo que los pone en un alto ri-esgo de contraer problemas de salud, informa la Asociación de Psicología de Estados Unidos. En un estudio de largo plazo que se realizó en más de 40.000 adultos, el 16 por ciento de las muertes es-taban directamente relacionadas con un estilo de vida sedentario. Este porcentaje no incluía las muertes por otras enfermedades como obesidad, tabaquismo, colesterol alto o diabetes. Así de simple, la culpable fue la falta de ejercicio. Los hombres que realizan un nivel de ejercicio moderado viven en promedio seis años más que los hom-bres sedentarios. La investigación profunda en más de 14.000 mu-jeres demostró que las mujeres activas tenían una propensión 55% más baja a morir de cáncer de mamas que las mujeres que no estaban en buen estado. Esto fue después de que los investigadores hubieran verificado el índice de masa muscular, si eran fumadores, los antece-dentes familiares de cáncer de mamas y otros posibles riesgos.

E nviar imágenes o fotos explícita-mente sexuales por teléfono celular ha recibido el nombre de “sexting”. Es una tendencia preocupante entre los jóvenes que ha dado que hablar en las noticias recientemente y sería de gran

ayuda que se les expliquen los peligros de tal práctica. Las imágenes se pueden car-gar a Internet desde un teléfono celular fácilmente. Desde allí, las imágenes se pueden descargar desde cualquier lado del mundo y puede ser utilizada por los dis-tribuidores de pornografía. En una encuesta reciente de usuarios jóvenes de celulares, se vio que la gran mayoría no estaba al tanto de que distribuir o tener tales imágenes era ilegal.

Tiempo para hablar con el EAP

El peligro del sedentarismo

Combatir a la recesión con una buena atención al cliente

“Sexting” con un teléfono celular

Aviso Legal: La presente información se suministra con el conocimiento de que ni el autor ni el editor brindan servicios legales ni servicios profesionales de otro tipo. La información que aquí se suministra no sustituye la asesoría de un profesional jurídico competente, de EAP o de cualquier otro profesional.

Septiembre de 2009

¿ Cuántos meses o años pasamos esper-ando? Algunos estudio-sos estiman que el tiempo que pasamos esperando, desde las oficinas de DMV hasta en el consultorio médico, puede lle-gar a sumar tres años. No puede recuperar su tiempo, así que sáquele provecho. Adopte una nueva actitud cuando tenga que esperar, y véalo como un regalo o una oportunidad inesperada de hacer una o muchas cosas para aumentar su productividad personal. Decida qué tipo de tareas está posponiendo y puede realizar mientras espera. Desde añadir números a la agenda de su teléfono celular hasta crear la lista del supermercado o comenzar un curso de autodesarrollo en su iPod, el tiempo de espera puede ser su aliado. Una buena forma de encontrar ac-tividades para hacer mientras espera es pensar en aquellas que generalmente pospone. Pueden llegar a ser las mejores para llenar espacios y sacarles el mayor provecho; además le dará una sensación de satisfacción poder tachar una cosa de su lista de cosas por hacer.

La obligación de llevarse bien

L levarse bien con los com-pañeros de equipo se parece mucho al trato con la familia. Puede dar por sentado que habrá roces, disgustos y compañeros que le recuerden a aquellos familiares que siempre intenta evitar. No es necesario que sienta cariño por todos el-los, pero la realidad es que tiene la obligación de llevarse bien. Una es-trategia muy eficiente para poder hacerlo es mejorar su capacidad de estar atento a los demás. En oposición a estar concentrado en uno mismo, estar concentrado en los otros significa la medida en la que podemos estar alerta del medio que nos rodea y percibir qué es lo que las otras personas sienten o necesitan. La forma más sencilla sería simplemente preguntar, pero en la realidad este método no siempre funciona. Aunque no puede leer la mente de las personas, si puede poner en práctica leer las señales. ¿Nota que su compañero de trabajo está cansado, frustrado, apurado o con ansiedad? ¿Le parece que está esquivo, que no tiene ganas de conversar o que nece-sita espacio y privacidad? Esta habilidad social necesita ejercitarse, pero cuanto más la desarrollemos, mejores relaciones podremos establecer. Pregúntese: “¿Estoy atento a los demás?” Si puede notar que su capacidad para esto está aumentando, tómese un día para observar las señales que emiten las personas sin hablar.

L os Centros para el control y la preven-ción de enfermedades han establecido un sitio Web (www.flu.gov) donde puede encontrar todo lo que pueda imaginar acerca del virus de la gripe H1N1 (gripe porcina). El sitio Web contiene noticias que se actualizan a diario y al-gunas veces hasta varias veces al día y que pueden ayudarlo a usted y a su comunidad a tener una mejor prevención y cuidado contra esta pandemia. Encontrará docenas de respuestas a preguntas frecuentes y no tan frecuentes; y una sección de hechos y cifras; casos y fallecimientos que han sido informados; información por estado; pasos a seguir para prevenir la expan-sión del virus en escuelas, lugares de trabajo y hogares, y mucha otra información de gran utilidad. Acerca de la gripe: Las perso-nas más propensas a contagiarse de H1N1 son los jóvenes, las mujeres embarazadas, el personal de atención de la salud y aquellas que tienen problemas de salud subyacentes.

U na relación enfermiza es una relación que no funciona. Tiene consecuencias negativas tanto en la salud física como mental en ambas partes. La relación no solamente tiene un patrón de de-sacuerdo tras desacuerdo, discusiones o sensación de incompatibilidad periódica, sino que baja los niveles de autoestima y la forma en que uno se ve así mismo. El miedo a otra persona a causa de abuso físico, emocional o verbal es muy común. Las relaciones enfermizas no se caracterizan por un dar y tomar recíproco y conversaciones que tengan en cuenta a cada integrante de la pareja. La interacción en la que cada parte se siente re-spetada y apoyada, escuchada y valorada se da muy pocas veces o nunca. Es más común que se sienta encerrado en patrones de comportamiento dis-funcional que lo dejan agotado. Puede resultar difícil reconocer que se está en una situación enfermiza. Y puede ser aún más difícil decidir qué hacer al respecto. Necesita ayuda. Puede obtener ayuda y otro punto de vista de un consejero, un profesional de ayuda al empleado u otro especialista en salud mental. También puede descubrir cómo sentirse seguro y ver si hay alguna manera de intervenir y hacer modificaciones para salvar la relación.

Conviértase en un maestro del tiempo de espera

Problemas con relaciones enfermizas

Datos sobre la gripe porcina

!

Septiembre de 2009, Empleado de FrontLine

Fuente: www.flu.gov.

Source: UCLA Newsroom; search www.newsroom.ucla.edu (“Internet and brain functioning”)

R espect in the work-

place takes on new

meaning in a tough economy, especially since resign-

ing to find another job may not be possible. Consider drop-

ping some personal habits that have a disrespectful impact.

Whether it is no longer dropping notes on a subordinate’s

desk that say only “See me!” (to avoid heart-pounding un-

certainty about what it could possibly mean) or wiping spa-

ghetti sauce splatters from inside the office’s kitchen micro-

wave, think about your effect on others and what you can do

to improve workplace respect. We’re all in this together, so

team up to promote an environment in which effective rela-

tionships and camaraderie rule.

H eat stroke is sneaky and

the most serious of heat-

related illnesses. Heat

stroke occurs when the body is

exposed to an excessive amount of heat and becomes un-

able to dissipate the heat through sweating. It can happen

on a summer beach or in a hot, confined area. Symptoms in-

clude hot, dry skin; a rapid, strong pulse; and dizziness.

When heat stroke happens, the body’s temperature rises

rapidly. The critical stage can arrive within minutes, and a

106° temperature is possible. If emergency treatment is not

provided, death can ensue. Permanent disability is also pos-

sible. Protect yourself from the sun, stay hydrated, and don’t

sleep deeply on a hot summery beach! Myth: An open car

window is enough to prevent heat stroke of a person or an

animal in a hot car.

Wellness, Productivity & You!

P revention of child abuse is an im-

portant issue in any kind of econ-

omy, but when the economy

slumps, the risk of child abuse goes up.

Stressors such as unemployment and

lost savings can contribute to the loss of

patience with younger children. Could

you use support to maintain your cool?

Prevention can be as simple as learning to count to 10 or tak-

ing deep breaths to regain composure. Counseling can also

prove valuable. Ask your EAP or professional counselor

about available resources.

Important notice: Information in FrontLine Employee is for general informational purposes only and is not intended to replace the counsel or advice of a qualified health or legal professional. For further help, questions, or referral to community resources for specific problems or personal concerns, contact an employee assistance or other qualified professional.

August 2009

C ould moving grandma or grandpa

from the TV to the computer

screen be a good thing for helping

improve cognitive agility and maintenance

of brain functioning? UCLA researchers con-

ducted MRI tests on middle-age and older

adults (some with Web surfing experience and some without)

while having them explore the Internet. The experienced

Web surfers showed markedly more brain neural network

activity, suggesting that Web surfing, like other activities

such as crossword puzzles and mental teasers, might help

preserve brain function.

Economic Stress and Child Abuse

Internet Seniors May Have the Edge

Heat Stroke Is Sneaky

Are You a “See Me” Person?

Source: Jumpstartcoalition.org

M ost bosses are willing to

listen to different ideas

offered by subordinates.

You may have a different opin-

ion, however, if your approach

to disagreement with your boss

gets in the way of having your idea accepted. If current struggles

exist in your relationship with the boss, the following steps can

still be effective, but self-awareness and self-discipline are the

keys to making your approach work. 1) Mentally do a quick

analysis of your disagreement. Does it have a clear rationale? 2)

Since your goal is acceptance of the idea or a better way of doing

something, avoid treating your boss like an opponent or launch-

ing into a declaration of your disagreement. 3) Ask for permis-

sion (e.g., “May I offer an idea for doing this differently?”). This

is a negotiating skill that few employees master. It’s not a demon-

stration of lack of assertiveness. It promotes interest by the lis-

tener, which is the pathway to acceptance. 4) Present your idea

by sharing your thoughts and line of thinking and then present

the conclusion or different approach, option, or way of solving

the problem you believe is worth considering. Ask for your

boss’s reaction to your idea or suggestion. Notice how this ap-

proach to disagreement places importance on your desire for an

effective relationship with your boss and ahead of your desire to

gain acceptance for your opinion. This is what makes for a win-

ning approach.

A ccording to psychol-

ogy researcher and

migraine treatment ex-

pert Robert Nicholson, Ph.D.,

anger is more responsible

for people’s headaches than

anxiety is. Anxiety, smells,

and allergies are headache

triggers, too, but anger man-

agement may be one of the least suggested treatment

approaches for those who suffer from chronic head-

aches. Those who suppress anger may find new hope

by examining their anger management skills. Admit-

ting to an anger management issue is not an easy thing

to do. Everyone must manage this human emotion. It’s

normal to get angry, but society doesn’t treat it that

way. That may explain why the approach is pursued

less often than other treatments that may be less psy-

chological in their origins. If you suffer from chronic

headaches, consider examining your anger manage-

ment style more closely. Your employee assistance

professional or health care provider can provide an as-

sessment or refer you to one.

D o you find shopping at

the mall fun? Many peo-

ple do. But do you find

shopping and spending in-

tensely exciting, and have you

linked this activity to feelings of

happiness or empowerment?

Do you use shopping to change or improve your mood?

These feelings can be so strong that a compulsive pat-

tern can emerge for some people. Compulsive buying,

an addiction-like behavior, is followed by feelings of

anxiety, guilt, and stressful behavior, such as hiding

purchases. Don’t put off getting help, if this sounds fa-

miliar. Stopping compulsive buying and getting your

sanity back is not a simple willpower exercise. Don’t let

denial and embarrassment stand in your way of getting

help. Contact your EAP or health care provider to learn

more.

August 2009 FrontLine Employee

H elp your children to grow

up to be savvy about the

hazards of debt and credit.

Consider starting with keeping track of pocket change and

learning lessons of managing a savings account. Be cautious,

however, if you decide to co-endorse a debit or credit card.

There is an explosion in teen-created debt, and only 26% of

teens know how finance charges on credit cards work. Internet

vendors are aware of this fact, making the teen market a key tar-

get for them. Note: Most teens still can’t pass the National Finan-

cial Literacy Challenge, a 35-question financial competence

exam offered by the U.S. Department of the Treasury at the rec-

ommendation of the President’s Advisory Council on Financial

Literacy. The average score for 2008 was only 48%, the lowest in

its 10-year history.

Disagreeing with the Boss

Are Your Headaches from Stuffing Anger?

Teaching Teens about Debt

Compulsive Buying Can Be Beat

"Our companies have thoroughly enjoyed receiving the FrontLine Employee. We have had several compliments and the requests for more copies." Carolyn Rohrig, DIRECTIONS Lincoln, Nebraska - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - "After years of struggling with the newsletter arena -- a fantastic solution! We can now promote our EAP services as state-of-the-art." Marylee Nunley RMS, Inc. Peoria, Illinois - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - "A great way to keep in tourch with employees and give them useful information. Money well spent!" Tom McMahon U.S. Postal Service Omaha, Nebraska - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - "I am always one to share good products with otherpeoples in our Native communities and beyond. By doing so, it permits One Feather EAP as a nationwide EAP provider toserve our contracts in good ways. As an integrated piece of ourprogramming, WorkExcel EAP products have been very useful to the employees, Tribes, Nations, and communities we work with and for." Rodney Haring, Ph.D., LMSW (enrolled Seneca) One Feather Consulting, LLC http://www.onefeatherconsulting.com - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - "Thanks for your speedy reply. Your newsletters are of great value to us and our clients." Eileen Crochiere EAP Network Taunton, Massachusetts - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - I currently subscribe to both Frontline Newsletters and find them most beneficial." Ken Sipes, Director United Family Services EAP Charlotte, North Carolina - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - "The FrontLine Employee makes me look like a genius!! All of our client companies love the publication, please don't ever stop publishing it. I could never do it on my own." Bill Hoey, LCSW, CEAP Family Services Woodfield Bridgeport, CT

Source: American Psychological Association, Press Release, February 8, 2008

A missing piece of the

puzzle when it comes to

stopping Internet preda-

tors is having frank discussions

to discourage teens from hav-

ing romantic relationships with adults. Studies show that

Internet sexual predators pose as adults, not teens, 95% of

the time. They typically do not target young children. In-

stead they target teens and try to develop trusting relation-

ships. They then engage in face-to-face meetings that vic-

tims perceive as romances and sexual adventures. Teen vic-

tims are more likely to have histories of physical or sexual

abuse, family problems, and risky behavior. Most victims,

perhaps as many as 75%, meet with the perpetrator more

than once.

D rug-Free Workplace

Awareness Week is

October 19-25, 2009. It

promotes drug-free work-

places and encourages

workers with alcohol or drug problems to seek help. Here’s

how to contribute: 1) Discourage use of the phrase

“functional alcoholic.” It’s an enabling term that minimizes

the seriousness of alcoholism. It means “His or her drinking

doesn’t bother me.” 2) See alcoholics or drug addicts as

having responsibility for getting treatment, not guilty for

having the illness. This approach hastens an addict’s admis-

sion to treatment. 3) Ask, “Am I enabling?” Are you cover-

ing for the addict when he or she sleeps on the job, has be-

havioral issues, steals property, or comes to work late? If

you punch a time card for a drug-using employee calling in

late, it is almost equal to buying that person their next drink

or “use.”

Wellness, Productivity & You!

I f you are concerned that you

may not be measuring up to the

expectations of your position,

what should you do? Remaining in

denial and hoping no one notices

may be the worst move. Get feed-

back from the boss. Direct communication is almost always

the better road to travel because it engages management in

helping you to resolve problems. Silence puts the problem

in management’s lap, and you risk a more unpredictable

and uncontrollable outcome. Still not sure what to do next?

Talk to your employee assistance professional.

Important notice: Information in FrontLine Employee is for general informational purposes only and is not intended to replace the counsel or advice of a qualified health or legal professional. For further help, questions, or referral to community resources for specific problems or personal concerns, contact an employee assistance or other qualified professional.

Month Year

E veryday stress that people talk about usually includes

traffic jams, work pressure, demands of the boss, park-

ing tickets, and things that “happen” to us. We can man-

age the stressors, but their elimination is not likely. What

about stress that you can control or eliminate, such as fear,

unhelpful attitudes and beliefs, and unrealistic expectations?

These real stressors compound other types of stress. Deal

with them to improve your sleep, quiet your mind, and better

shield you from the external stress you can’t eliminate.

Your Role in a Drug-Free Workplace

Talk to the Boss about Job Troubles

Managing and Eliminating Internal Stress

Stopping Victimization by Online Sexual Predators

W hen you hear the term

“spousal abuse,” do you

think of a passive, physi-

cally abused, and tormented person

in a low-income household, living with an alcoholic? This is one

common stereotype, but spousal abuse occurs within all age

ranges, ethnic backgrounds, and financial levels. Research

shows that both men and women can be abuse victims, but

women are more commonly reported as victims. “Not wanting to

get involved” or seeing spousal abuse as “other people’s busi-

ness” are common reactions of those who suspect abuse. An im-

portant step in prevention is dispelling stereotypes; but another

step is recognizing subtle signs that can lead to earlier interven-

tions. You are not as likely to see overt signs of abuse such as

black eyes, cuts, or a disheveled appearance in the victim. In-

stead, you may hear about the victim’s fear, avoidance of topics

that anger the abuser, evidence that the abuser controls access

to friends or family, or statements by the victim that he or she

can’t do anything right. These may be strong indicators of abuse.

Ask about abuse and encourage a friend to get help when you

see these indicators. If these problems are part of your own

spousal relationship, you should understand that long-term cop-

ing can make it harder for you to take action, because victimiza-

tion can include the false belief that you deserve the treatment

you’re getting.

E veryone

thinks

resolving

conflict is a

good idea, but

for some, conflict can be difficult to give up. Do you

regret and despise conflict, but recognize at times that

you feel gratified by it as a way to feel heard, under-

stood, or simply “right”? Is conflict a way for you to feel

recognized, protected, and more assured that you are

not going to be dominated or controlled by someone?

If so, you may be too invested in conflict. When we

don’t let go of conflict, it can undermine our effective-

ness and keep us from building the effective relation-

ships we want at work. If you experience frequent con-

flict in relationships, take a closer look at the role con-

flict plays in your life. Get assistance from your EAP.

You may be winning battles but losing the war while

you’re always on the lookout for the next confrontation.

Divesting yourself of a conflict style takes practice, but

it’s a fight you can win.

H ave a plan to manage

your stress and get peri-

odic relief from the re-

sponsibilities of taking care of

an elderly loved one. Accu-

mulated stress (if you lack a

relief plan) increases the risk that you may postpone

care, overlook medication needs, fail to check in to see

how things are going, or dismiss safety concerns in the

home. This can happen to the most well-meaning family

members. A common form of neglect includes isolation,

lack of attention, and deprivation of companionship or

social contact. With the elderly population growing,

government agencies will focus more on protecting the

elderly. Plan ahead so you don’t place your loved one at

risk, experience burnout, or wind up being accused of

neglect.

Month Year FrontLine Employee

H ave you ever had a

great idea for solving a

problem or doing some-

thing a better way at work, and

found that nobody listened?

Lots of employees have had

this experience. It’s frustrat-

ing, but here’s the angle you might be missing: The biggest bar-

rier to innovation in the business world is not a lack of great

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Eldercare and Accidental Neglect Missing Piece of Your

Great Idea

Too Invested in Conflict?

Spouse Abuse Prevention

Over, please

Dear Workplace Professional, The pain and frustration of assembling your own company or employee newsletter is a thing of the past. Welcome to FrontLine Employee. There is absolutely no similar product to it. My name is Dan Feerst. I am a licensed clinical social worker and publisher of WorkExcel.com. I have specialized in workplace wellness issues for over 25 years. I previously produced a monthly work-life newsletter for a large county government and public school system, and it consumed so much of my time that I couldn't get my other work done. Figuring out everything myself each month, writing the articles, getting them proofed, printed, and distributed and then starting all over again the following month was a drag. This drudgery had to stop before I burned out. Well, I solved the problem and cracked the code. Today, thousands of companies are loving life with their own easy newsletter solution.

Here’s What Happened ... I decided to write my organization's employee newsletter on my own time and give it to my em-ployer for free. But in return, I would offer it as a solution to other employers. Thankfully, my employer agreed. My boss got what she wanted, and I was able to create a newsletter solution for you to eliminate the stress, drudgery, worry, and ruined weekends trying to produce a company newsletter. The result. You can finally get out of "newsletter prison.” Starting now, you never have to dig up content again or be forced to purchase a canned newsletter with content you can't control.

How It Works (And Eliminates Your Stress)

Each month, FrontLine Employee is e-mailed directly to you on time, ready to distribute in any chosen format, including straight text for use in an existing template you might prefer. There is no downloading or linking to my Web site. You can choose MS Word, MS Publisher, “text only”, a PDF, or a specially created PDF already done for you by me each month. You can re-title the newsletter or change the copy any way you desire.

Your Own Newsletter. Truly.

You won’t have a copyright mark stuck at the bottom of your newsletter, either. Indeed, Front-Line Employee is as seamless as it gets. FrontLine Employee arrives a week before the first of the month. Relax, because you will have plenty of time to distribute it. You also get a hard copy mailed to you if you request it. And, there is no additional charge for it. Your newsletter is ready to go. If you wish, you can have a unique nameplate with your logo created by our professional graphics artist. You can also change the name of the newsletter to one you like better. So a fast recap—FrontLine Employee is: * e-mailed on time, ready to copy or electronically distribute. * It’s your newsletter with your own title, if you want one. * You can change or alter any content in any way. * You can insert your own articles, pictures, and company news. * You can create a PDF from MS Word or MS Publisher. * You can put it on a password protected Web site. * There is no “linking” or password requirements.

You Control Content, Frequency, and Distribution Here’s the key point: Everything — text, graphics, pictures, and even the name of the publica-tion is changeable! FrontLine Employee is two pages, not four. I planned it that way because I discovered the hard way and a long time ago that employees don’t read four-page employee newsletters! They are too long and there is too much waste. Frequency is the way to go—not quantity. It’s the best way to communicate information effec-tively without overwhelming employees. And guess what—a monthly 2-page newsletter is 50% more content per year than a 4-page quarterly newsletter! But it is more likely to be totally read! So , you just read another great secret to helping employees with self-improvement. Lengthy, quarterly, long-winded articles in newsletters can’t accomplish change in the same way that shorter, more frequent and punchier articles do. Remember, however, you still control frequency! And you can save articles, move them around, whatever.

Effective Articles. Empowered Employees.

When it comes to content, I use my experience to generate powerful and meaningful articles for your business organization. No trivia, recipes, pulled quotes, long-winded droning narratives, space-filling cartoons, or political controversy.

Over, please

Over, please

You will get short, powerful, meaningful, punchy, easy-to-read articles that help employees re-duce behavioral risk in the organization and have a positive effect on morale and harmony. I write with the idea of helping your employees be happy, healthy, and productive, reducing their stress, and making their lives and that of their families be functional and effective. I will gently encourage your employees get help for personal problems that negatively affect productivity and if your organization has an employee assistance program or counseling ser-vice, I will encourage them to take advantage of it.

So, What Kind of Articles? During the year, FrontLine Employee focuses on the 12 major topics shown below. I identi-fied these topics over the past 25 years as keys to improving business and employee productiv-ity. They also are the ones that affect your bottom line the most and reduce risk. 1. Improving Coworker Relationships 2. On-the-job Worker Productivity Tips 3. Balancing Work, Family, Home, and Community 4. Improving Personal Fitness and Effectiveness 5. Substance Abuse Prevention and Chronic Problem Prevention 6. Team Building and Team Efficiency 7. Hot Work-Life Topics in the News 8. Stress Management Tips 9. Improving the Relationship with Your Supervisor 10. Workplace Safety and Injury Prevention 11. Customer Service Productivity and Stress Management 12. Preventing Accidents and Recovery from Injury

You’ll Get to Know Me Personally When you subscribe to FrontLine Employee, there is a “subscriber’s hot line” button on my Web site and a 1-800 number so you have a direct connection to me. Contact me anytime to suggest article topics that you want considered — ones that reflect concerns among employees. These requests get strong consideration. I want your ideas, because if they are important to you, then other subscribers probably have the same concerns. What better way is there to meet your needs? For example, if employees are worried about downsizing, I will write an article about coping with uncertainty and facing the future of potential job loss, etc.

A Personal Newsletter Deserves Personal Attention When you subscribe to FrontLine Employee, I am only a toll-free phone call away, and you will get only the best one-on-one customer service from me.

I am not part of a big company. I will help you make the most of FrontLine Employee, answer your questions, and give you tips to maximize its use. You will be surprised that a service like this could possibly exist. Now you will understand why the U.S. Congress chose FrontLine Employee articles for its own newsletter, and ditto the U.S. Small Business Administration and U.S. Air Force Academy. With them, thousands of other work organizations nationwide get FrontLine Employee every month. I hope you are getting a feel for how truly unique FrontLine Employee is. FREE BONUS: When you subscribe—or get a free trial—to FrontLine Employee, I will send you a FREE 32 minute, $495 stress management program CD movie made from a dynamic PowerPoint program that will play in any computer. It offers employees dozens of powerful techniques and hot tips for managing their stress. Pass it around, and have fun with it. It’s yours to keep, even if you don’t become a paying subscriber!

******* Here’s My No Quibbles Money-Back Guarantee******* I guarantee that your employees will love FrontLine Employee starting with the first issue and that it will dissolve your newsletter-writing stress forever. If at any time during the next year you truly decide that FrontLine Employee is not everything I promised or is not for you, I will refund your entire subscription payment--every cent. No quibbles. No hassles. You keep the Stress Management CD with my best wishes! Once you see what FrontLine Employee does for you and your employees, I believe that you will never cancel. Yours truly, Daniel A. Feerst, Publisher FrontLine Employee Newsletter P.S. Remember! Subscribe today or start a FREE TRIAL with the order form you will find on the last page of the enclosed brochure. Either way, get the $495 Stress Management CD that will play in any computer. It’s yours to keep, even if you decide to cancel later. P.P.S. For fastest service and to have your FREE Stress Management CD for Employees sent immediately, fax the order form enclosed. I promise to expedite it immediately!

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