Common employee problems and concerns handled by a workplace employee chaplain

  • Health Concerns, the employee’s own health or that of a family member
  • Grief over the loss of a loved one
  • Problems in a love relationship
  • Marital problems or those associated with going through a divorce
  • Personality conflict with a fellow employee
  • Financial problems that need attention
  • Gambling, alcohol or drug addiction by either the employee of someone close to the employee

Measured against increased productivity of your employees, the very modest amount for my services as a part-time independent contractor is truly something to consider. For your convenience I will come to your place of business for a brief meeting further explaining my services. Please continue reading to learn more, if it makes sense to you, please

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The Chaplain’s points of service

· A workplace employee Chaplain is in the office, factory, or field to listen and support the needs of employees through spiritual means adapted to the employee’s specific religious understanding.

· The workplace employee Chaplain does not attempt to proselytize or convert employees to any one faith or religion. Employees therefore need not feel apprehensive or defensive in speaking to or approaching their Chaplain.

· While workplace employee Chaplains are theologically trained ordained ministers and while employees may recognize this from a Corporate Chaplain’s business card, St John’s Management Group’s Chaplains are schooled to not present an authoritative, or overly pious image to employees, but instead, to encourage more of a trusted friend image that employees feel is approachable or someone that they can find easy to communicate with.

· Most workplace employee Chaplains work on a part-time basis. There are exceptions where there are a great number of employees thus requiring a full-time presence.

· While there are variations depending on employer and employee’s needs, generally speaking the workplace Chaplain makes the rounds of the office and/or factory or service personnel once daily. At least once daily the Chaplain moves through the employee’s working area greeting employees with a “Good morning” or “Good afternoon” depending on the time of day. As the Chaplain gets to know the names of employees, he or she will greet them by name. “Good morning Bob” or “Good morning Nancy,” etc.

· Employees understand that if they have something that’s troubling them and they need somebody’s understanding and confidentiality, all they have to do is ask as the Chaplain makes their daily rounds. The employees understand that such meetings with the Chaplain must take place on the employee’s own time, i.e., during a scheduled break, at lunchtime, or after their day’s work has concluded.

· Ideally an employer should have private office space available where an employee can meet with the Chaplain. If such space is not available, the Chaplain and employee may step outside, depending on the weather, go for a brief walk or to a nearby eating establishment to communicate.

· Such problems can distract an employee from keeping focused on maximizing their job performance. Without the counterbalance of the Chaplain’s presence, the troubled employee could become hostile and agitated, lashing out at fellow employees and management due to their inability to cope and frustration flowing over into their contact with others.

· In most instances the Chaplain can act as a safety valve outlet for what is troubling the employee. Spiritual talk therapy and praying together with the Chaplain can be of immense help during a crisis time in the life of an employee. The Chaplain may also recommend some self-help reading that is in tune with the employee’s spiritual beliefs. In the case of alcohol addiction, the Chaplain may encourage the employee to become a member of Alcoholics Anonymous. In the case of drug or gambling addiction, the Chaplain will do all possible to encourage the employee to seek out specialized counseling, treatment or a support group. On occasion, the Chaplain may also encourage the employee to seek professional psychological or psychiatric assistance if contact with the Chaplain does not seem to be enough to be helping sufficiently. The employer should understand that none of the emotional, mental or spiritual support is an exact science, inclusive of clinical psychology and psychiatry. An employer must understand that any efforts of a Chaplain to assist an employee are not always successful and that there are no guarantees as to workplace employee Chaplain’s results with employees. The goal is that the majority of employees will be helped by the presence of the Chaplain and thus the workplace environment and the company.

· Payment of your workplace employee Chaplain is by contractual agreement which may be terminated by either party upon written two-week notice. Your Chaplain services are paid for as an independent contractor. Hours that a Chaplain is accessible to your employees to be reached by mutual agreement. Such hours may be as little as one hour daily in the case of a small number of employees. A five day week availability to employees maximizes results as a troubled employee will know that the Chaplain will be there to talk. This can make the difference as to whether an employee feels motivated to come to work. Next to five days a week – three days weekly is the best thing, preferably Monday, Wednesday and Friday. After that, two days weekly such as Tuesday and Thursday. If one day a week is decided on, it should become known as Chaplain’s Day among your employees as some employees will try to hold themselves together till the Chaplain’s Day weekly visit comes around.

· Amount of payment can vary or be on a sliding scale. While the minimum requirement for a workplace Chaplain should be an Ordained Minister with a Bachelors Degree, some Chaplains have spent years educating themselves and have advanced degrees up to a Masters and Doctoral level. Some have certification as Life Coaches and can concentrate on management level employees seeking to maximize their individual performance within the company or corporate structure. All such factors should be considered in arriving at a mutually agreeable amount of payment. Generally speaking, an Ordained Minister with a Bachelor’s Degree doing workplace employee Chaplaincy would be available at $20.00 to $30.00 dollars hourly, less if full-time, more if part-time. A highly professional Chaplain with a Masters Degree can receive from $30.00 to $50.00 hourly and a Chaplain with many years of ministerial pastoral counseling experience with a Doctors Degree from $50.00 to $100.00 hourly. Remember, less for full-time, more for part-time and that all figures mentioned are negotiable on a sliding scale.

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