The Impact of Military Deployments in the Workplace

Introduction

• Today’s Presenters

Dan Lafferty, MSW, LSW, CEAPKris Huey, MS, NCC, LPC, CEAPDonna Pitkoff, MS, NCC, LPC, CEAP

• Military OneSourceAn integrated EAP and Work/Life program offered to U.S. Military service members and their families

Objectives

• Overview of military demographics and types of deployment

• Focus on the family

• Focus on the workplace

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

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)

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

Emotional Cycle of Deployment

• Pre-deployment

• During deployment

• Post-deployment

Pre-Deployment

• Pre-Deployment Anticipation of Loss

• Pre-Deployment Detachment & Withdrawal

During-Deployment

• During-Deployment Emotional Disorganization

• During-Deployment Recovery and Stabilization

• During Deployment Anticipation of Homecoming

Post-Deployment

• Post-Deployment Renegotiation of marriage contract

• Post-Deployment Reintegration and Stabilization

Contributing Factors

• Repeated deployments• Extended deployments• R&R Leave• Clinical issues• Severe injury• Casualties

Impact of Deployment on Employers

• Small number, huge impact

• How businesses cope

• Financial impact

• Special populations

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

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)

What Can Managers Expect?During-Deployment

• Distraction • News monitoring/internet surfing• Emotional reactions (anxiety, fear)• Stress due to separation• Work-life balance issues

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

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

Workplace Changes

• Personnel changes

• Job duties assigned to someone else

• New job duties/responsibilities

• Advancement of peers or colleagues

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

Clinical Issues in the Workplace

• Post Traumatic Stress

• Increased Drug and Alcohol Use

• Marital Problems

• Increased domestic violence

• Family Problems

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

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

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

Changed Views ChartFrom: 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)

Views about yourself, others, and the world

What were your views before going to war?

What are your views after going to war?

How are your views affecting you today?

New Views (when you identify and "extreme view," replace it with a less extreme view here)

Safety and Trust

Control and Power

Future Outlook

Self-Worth and Self-Esteem

Relationships and Closeness

Meaning and Purpose in Life

Spirituality and Faith

CHANGED VIEWS CHART

Implications for EAP Professionals

• Stretching traditional EAP limits

• Return to work conferences

• Know your boundaries

• Know your resources

Questions?