Author: Elder Associates Ltd

As community violence has increased in Trinidad and Tobago in recent years, parents have been concerned about the health and safety of their children. Elder Associates Limited acknowledges the importance of helping children live safe and healthy lives. We also understand that health and safety requires parents to help children to make smart choices and follow guidelines provided by adults who care for their welfare.  However, children with emotional and behavioural disabilities may find it difficult to follow instructions. These children can present as a challenge to parents, who may be frustrated or feel hopeless in attempts to provide effective discipline. At times, parents will view corporal punishment as an effective and immediate way to address behavioural problems.  In response to these concerns, Elder Associates Limited has established the following stance on use of corporal punishment.

 

WHAT IS CORPORAL PUNISHMENT?

Corporal punishment is defined by the United Nations Committee on the Rights of the Child as the following:

Any punishment in which physical force is used and intended to cause some degree of pain or discomfort, however light. Most involves hitting (smacking, slapping, spanking) children with the hand or with an implement – a whip, stick, belt, shoe , wooden spoon etc. But it can also involve, for example kicking, shaking or throwing children, scratching, pinching, biting, pulling hair or boxing ears, forcing children to stay in uncomfortable positions, burning, scalding or forced ingestion (for example washing children’s mouths out with soap or forcing them to swallow hot spices).

 

EAL’s Statement on Corporal Punishment

   Elder Associates Limited

Statement Regarding Corporal Punishment

“Elder Associates Limited clinicians and staff do not endorse use of corporal punishment for discipline of children. This stance is based on the United Nations Convention on the Rights of Children, Article 37 on Human Rights Standards and Corporal Punishment of Children. Elder Associates Limited views use of corporal punishment having long-term effects that do not benefit the well-being and healthy emotional development of children.”

 

ALTERNATIVES TO CORPORAL PUNISHMENT

Elder Associates Limited recommends that parents and caregivers learn alternatives to corporal punishment and more effective approaches to discipline.   Positive reinforcement and negative reinforcement have been found to be the most effective methods to support children in the development of positive behaviour. Open communication with children about expected behaviours and safety is also critical to promoting healthy child development. When expectations are not met, discipline should be consistent and appropriate for the child’s

age.  Additionally, consistent supervision, love and attention are crucial to the promotion of healthy emotional development for children.

 

COUNSELLING SUPPORT

Elder Associates Limited is committed to supporting the development of the above parenting skills: positive reinforcement, open communication, consistent supervision and attention. These skills can be supported through individual and family counselling.

Elder Associates Limited has also partnered with community organizations; such as GRAPES for Life (http://grapesforlife.com) to support community education, workshops and social media initiatives to build effective parenting skills.  We believe that this approach will enhance the well-being of families in Trinidad and Tobago.

 

Note: In the case that parents have been using corporal punishment, parents will be encouraged to use alternative means of discipline.  Additional assessment will be provided to ensure that incidences of child abuse are not occurring.   It is the policy of Elder Associates Limited to report any cases of child neglect or abuse to the relevant authorities.

 

Manager: ‘How can I tell this awful story?

Shock and Pain 

When the manager arrived at the worksite on Monday morning some employees had already heard that Wendy ( a pseudonym)had taken her own life the evening before. The news spread like wildfire and so did the gossip. Her cubicle spontaneously became a shrine and centre of grieving for her colleagues:  recent photograph, flowers, rosary beads,

The department was caving in with grief. The manager was asking herself, “How can I tell this awful story?” The soul-searching questions were uttered openly, such as: ‘How could she take her own life?’ ‘Why didn’t she reach out to us?’ “Were there signs that we missed that we neglected to pay attention to?’

In an instance like this the presence of structure and leadership is needed.  If left alone the dark hole becomes an abyss. The EAP responsibility is to move quickly to support supervisors and managers so they begin to have their own needs met for comfort and nurturance, and be better able to reach out to support their workers.

 

Consulting with the EAP:

A good communication plan should offer facts to eliminate gossip, and describe what steps the company is taking to comfort the family. It might also include announcements of a Debriefing session, a memorial service, where to send cards and flowers to the family. Frequent and timely communication is paramount.

Resuming normal business operations is a tricky and delicate issue. It must be done in such a way as to honour the loss of the deceased and allow co-workers time to grieve, while striking a balance for meeting the needs of  the business. Nothing can sour a workforce and lose goodwill faster than the words from management, ‘it’s back to business as usual’ shortly after a death, as if nothing had happened.

An intervention like this is applicable for other traumatic loss in the workplace. However, it is important for the manager to understand and anticipate a range of emotional responses.

 

Further Assistance

For further information and support please call 622-6594 your EAP Provider, Elder Associates Limited. In addition you can download an online booklet entitled:

“A Managers Guide to Suicide Postvention in the Workplace: 10 Action Steps for Dealing with the Aftermath of a Suicide.” (http://bit.ly/mgrsui) Also, a two page fact sheet:

“Recovery in the Aftermath of Workplace Violence: Guidance for Supervisors.” (http://bit.ly/afterviolence)

 

 

 

Do front desk clerks need to be ethical? Shouldn’t they leave the ethical behaviour to the trained professional? After all, a receptionist’s job is just to greet and welcome clients, isn’t it?

Front desk clerks anywhere are required to perform more than a simple smile and greeting. While welcoming clients and making them feel at ease is fundamentally important, front line staff are the initial contact with clients, the face of the company and consequently ethical principles cannot be taken for granted.

Ethics are moral principles that govern a person’s behaviour. How does this apply to a front desk clerk? Most clerks are required to greet clients, receive and deliver information that may be of a confidential nature. Front desk clerks come into contact with clients before the professional and clients may divulge their personal issues to them. Being confidential with all information then becomes an important element among the front desk clerk’s behaviour.

In some companies, apart from the professionals, front desk staff may be required to sign Confidentiality Agreement. Why is this necessary? It is essential because clients need to be assured that information that front desk staff may be privy to is treated with absolute confidentiality. Clients also need to be guaranteed that when they have an appointment it remains private and newspaper reporters cannot have access to their information.  Ethical principles must be part of a front desk clerk’s job performance that is regularly appraised.

So the answer is clear, yes a front desk clerk needs to be ethical; in fact the onus is not only on the professional but everyone else in the company. By the way, everyone is expected to deliver professional and ethical behaviour, not only professionals.

 

CLIENTS’ RIGHTS: It is EAL’s policy to protect the rights of clients.  Each client receiving EAP services have the following rights:

• The right to be treated with respect for personal dignity, autonomy and privacy.
• The right to be informed of one’s own treatment plan and of the alternatives.
• The right to consent to or refuse any service.
• The right to a current, written, individualized treatment plan that addresses the presenting problem and   specifies the provision of appropriate and adequate services available by the Organization or through referral to a specialist.
• The right to informed participation in the review of the treatment plan.
• The right to confidentiality of all communications and all personally identifying information within the limitations and requirements for disclosure where there is threat to life, where there is a signed release of information specifically authorized by the client or parent or legal guardian of a minor client or court appointed guardian of the client or  where required by law.
• The right to have access to one’s own records.
• The right to be informed in advance of the reason(s) for discontinuance of service provision and to be involved in planning for the consequences of that event.
• The right to receive an explanation of the reasons for denial of service.
• The right not to be discriminated against in the provision of service on the basis of race, ethnicity, skin colour, sex, religion, national origin, age or sexual orientation.
• The right to be fully informed to the basic expectations for use of the EAP service.
• The right to be informed of your rights.
• The right to file a grievance and to have oral written information for doing same.
• The right to know the qualifications of staff who provide the EAP services.

 

CLIENTS’ RESPONSIBILITY: Clients have the responsibility to:

• Give accurate information about their presenting problem, mental health, substance use, domestic violence    issues as well as other circumstances which might impact upon their care.
• Inform staff immediately if they have any concerns or problems with the service they are receiving.
• Keep your scheduled appointments and let us know as soon as possible if you cannot keep one.
• Between sessions, think through the concerns you are addressing in counselling.
• Follow through on treatment recommendations and complete your counselling homework assignments.
• We ask that you end your work with us in a termination session, rather than not keeping your appointment.  This way you can share and discuss with your counsellor what was useful and what could have been improved.
• If you feel that you might harm yourself or others, contact EAL immediately at 622-6594.

Source: EAL Clients’ Rights and Responsibilities; also Tufts University Counselling and Mental Health Service