When Worksite Tragedies Strike, Survivors Need Support

This month, two major workplace tragedies have captured media attention:  the mine collapse in West Virginia and the sinking of an exploded oil rig off the coast of Louisiana.  

Neither is a typical “office job,” but they both impacted hardworking Americans while at work.

Respectably, news coverage focused on the lives lost and legal steps to prevent further injuries as well as impacts to the environment.  But there is yet another aspect to these stories… the ongoing “human aspect.” 

Simply put, the survivors of these tragedies need continued support.

Families awaiting word about their loved ones were traumatized, and many are deeply grieving from loss.  People who witnessed or survived the events will forever be affected.  Workers that continue to serve these companies and work in these fields may be shaken and struggling with the thought “that could have been me.” 

One example is the story of a cook on the oil rig and the effects of the explosion on her.  (“Cook aboard oil rig that exploded off the La. coast recalls her escape as crews work on leak.”)  It’s a poignant description of how these things can effect employees and have an even farther reach.

During traumatic events, companies are often overwhelmed by dealing with the immediate crisis and the media attention – and rightfully so.  But the human aspects, if not addressed in a helpful and caring manner, will not only plague the people involved for a lifetime, but the businesses – their productivity, brand image, profitability and ability to recruit future workers.

There are things that business leaders and HR can do now, and post-crisis, to help ease these broader and longer term human aspects of tragedy.  Your employee assistance program (EAP) can help you with all of these:

1. Understand the different phases of a crisis and what needs to be done to assist individuals in those phases,
2. HR, especially the benefits and compensation staff, should pre-plan how to administer benefits during and after a crisis so as to take care of the immediate and long term needs of those employees directly and indirectly effected,
3. Create a plan for dealing with fatality and/or death notifications; and communications with family, staff and external entities, like media, as appropriate,
4. Build EAP into your crisis plan – when to contact them and what support to solicit,
5. Promote the EAP within your organization and to family members covered by your EAP benefit, so they know there is emotional support available at NO COST to them, and;
6. Conduct, or have your EAP conduct, critical incident stress debriefings (CISDs) for groups within your organization; to help them cope with the situation and to help your organization assess additional support needed.

Using your EAP to provide services during and after a crisis is not only the right thing to do but it demonstrates your genuine concern for the survivors. 

How you treat employees and their family members now, will be reflected in your bottom line for years to come.

Tags: Bernie Dyme, CISD, critical incident stress debrief, EAP, Employee Assistance Program, oil rig explosion, West Virginia mine