Common employee problems and concerns handled by a workplace employee chaplain

· 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.