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Helping employees cope

A sudden death, like that of Yankees pitcher, is an occasion to offer counseling, workplace experts say

BY CARRIE MASON-DRAFFEN | Newsday Staff Writer

October 13, 2006

Since Yankee pitcher Cory Lidle's death in a plane crash Wednesday, National Employee Assistance Providers Inc. in Ronkonkoma has experienced a 10 percent uptick in the calls it has received from employees seeking counseling.

The callers haven't cited Lidle's tragic death as the reason, said company's chief executive Michael Hack. But he suspects the event spurred the increased calls. It happened so tragically and brought back memories of 9/11 because the plane slammed into a building, he said.

"Under times of stress, this is just one more thing for them to handle," Hack said. "This can put some people over the edge."

When a co-worker dies unexpectedly, employees often look to their companies to help them cope. For many employees that may involve using their company's employee assistance plan benefit, which gives them access to psychological counseling at little or no cost. More than 50 percent of employers provide such a benefit, Hack said.

Employers should never underestimate the importance of helping employees cope, experts said.

"We look to our higher-ups to really communicate and validate our thoughts and feelings about any untoward incidents," Hack said. "Sudden death is one of those."

That's especially important for sports teams because of how closely they work together, said Elizabeth Carll, a Huntington psychologist who specializes in stress and trauma issues.

Even Lidle's fans could find it difficult to cope at work for a few days.

"Sports figures are very much idols," Hack said. "This is something more for a lot of people."

Companies should be patient with employees as they cope with a co-worker's death, Carll said.

"The workplace schedule may not be the same," she said.

Employees will huddle more to talk about a colleague's unexpected death and they will want to attend the funeral or memorial service even if it takes place during working hours, she said.

Employers can also help by enlisting their human-resource departments to field employees' requests to help the deceased's family, said Diane Pfadenhauer, who owns the consulting firm Employment Practices Advisors Inc. in Northport.

Springing into action after a tragic loss actually makes good business sense, Carll said.

"Employees tend to appreciate the caring nature of a company ... and will in the long run work more efficiently and productively for a company that is supportive," she said.

Grieving for a colleague is healthy

Employees who take the time to grieve the sudden death of a colleague handle the trauma better. Employers facilitate that process by allowing employees to:

Attend the funeral or memorial service, if held during work hours.

Create a book of memories to give to the deceased's family. Many people aren't aware of their loved ones' work life.

Create a memorial board at the office with a photo, card or special item the person kept in his or her work space.

Hold or participate in a fundraiser for the family or a favorite charity of the deceased.

Source: National Employee

Assistance Providers Inc.