🌱 Must-Read for New Visitors | Here's How to Utilize the Nudge EAP Community!
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NUDGE EAP COMMUNITY GUIDE
🌱 Must-read for new visitors
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Check the standards you are curious about during work, refer to practical examples from other staff members, and if you cannot find the answer you are looking for, ask directly.
⭐ STEP 1. Select the job field you need right now |
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💗 Psychology · EAP
If you are managing employee mental health and psychological risks within your organization, start here.
Burnout/Job Stress → Workplace harassment → Suicide Prevention · Mental Health → EAP · Psychological Counseling → |
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🌿 Mandatory Legal Education
Check the details necessary for practical work, from training targets, hours, and operational standards to managing non-completioners and providing proof.
Comprehensive Legal Mandatory Education → Sexual Harassment Prevention Education → Improving awareness of people with disabilities → Personal Information · Retirement Pension → |
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☁️ Occupational Safety and Health
Check out industrial safety and health education, serious accident response, risk assessment, and practical work environment management.
Industrial Safety and Health Education → Serious Accidents · Occupational Safety and Health Act → Risk Assessment · Safety System → Work environment · Musculoskeletal system → |
📌 STEP 2. If it's a new task, start with the 'Comprehensive Guide' |
If you are unsure which materials to look at first, at the top of each board 📢 Comprehensive Guide Please check it out first.
Basic Concepts → Target and Criteria → What Companies Need to Do → Practical Checkpoints By reviewing them in order, you can quickly grasp the overall structure of the work.
🔎 STEP 3. Check out practical examples from other managers |
There are many things that are difficult to resolve solely through regulations.
Check out case studies and guides based on actual situations HR, health, and safety managers encounter during work.
👉 Go to BEST Popular Posts →
🙋 STEP 4. If you can't find the answer by searching, try asking directly. |
Since every company differs in organizational size and circumstances, it can sometimes be difficult to make judgments based solely on established guidelines. If you have any questions regarding practical matters such as HR and labor relations, mandatory legal training, occupational safety and health, or EAP operations, please leave a message on the inquiry board.
You can ask questions focusing on the current situation and what you want to verify without disclosing the company name or the person in charge.
👉 Go to Inquiry Board →
💡 I recommend the Nudge EAP Community to these people |
| HR Manager When practical training is needed for employee mental health, workplace bullying, EAP, and mandatory legal education |
Health Manager/Industrial Health Officer When you need information on job stress, mental health, musculoskeletal risk factor surveys, and health management |
| Safety and Health Officer When you need materials for industrial safety and health education, risk assessment, serious accident response, and safety and health management systems |
EAP Implementation Reviewer When reviewing EAP provider selection, counseling operation methods, organizational diagnosis, and mental health programs |
Frequently Asked Questions
first EAP · Psychological Counseling Board Check out the concept of EAP, implementation procedures, and vendor selection criteria here. If you are curious about specific operational methods or costs, EAP Implementation Consultation You can use it.
yes. Inquiry Board Please ask questions focusing on the current situation and what you want to verify, without revealing the company name or the person in charge.
At the top of each bulletin board 📢 Comprehensive Guide You can find the necessary information more quickly by checking first and then reviewing the detailed cases and Q&A.
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Find all the information you need in one place.
EAP · Job Stress · Workplace Bullying · Mandatory Legal Training
🏠 Browse Community ❓ Ask practical questions 🤝 EAP Implementation ConsultationOccupational Safety and Health · Serious Accidents · Risk Assessment · Work Environment |
Most Engaging Posts in the Community
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- 03CommentsWe also have a lot of short-term contract workers during peak season, so I get confused every time I have to handle the training for rehired employees. I'm also curious how other places handle cases where contracts are renewed immediately without any gaps.132226.10.21
- 01coach AnswerHello, this is Nudge EAP ☺️ You should group tasks based on whether the actual work type and conditions are the same, rather than the process name. Tasks can be considered the same if the worker posture, number of repetitions and time, handling weight and frequency, movement, and equipment and tools are similar. Therefore, even within the same assembly process, it is better to separate "seated assembly" and "standing assembly while moving materials" into separate tasks. First, list the detailed tasks within the process and compare them using the criteria above; separating only the tasks with significant differences makes organization easier, even with a large workforce. If there are multiple tasks under the same conditions, you can select a representative sample that includes the worker with the highest workload. The KOSHA guide suggests using at least two tasks with high work intensity as a sample when there are 10 or fewer identical tasks. Shifts can be grouped together if the equipment, workload, speed, and personnel are the same, but if the conditions differ, please separate them by shift. For rotation workers, you can make a judgment by recording all detailed tasks performed during the day, along with the time and frequency of each. For the final classification, confirm the opinions of on-site workers, and if you record the basis for the grouping on the survey form, it will be easier to explain during inspections.753326.09.18
- 02CommentsThe distinction between receiving a report and reaching a conclusion is important. Global HR teams should secure immediate protection and confidentiality before trying to decide whether the conduct legally qualifies as harassment.734426.09.02
- 03coach AnswerHello, this is Nudge EAP.☺️ The simplest method is for employees to simply receive guidance and apply directly, as the company does not transfer personal information. If you want a health manager to forward a name and contact information to an EAP agency for contact, it is safer to explain the receiving agency, purpose, items, retention period, and the right to refuse consent, and to obtain clear consent from the individual. Since checkup results and symptoms are sensitive health information, do not consider them included in the existing health checkup consent; instead, please write down only the content to be conveyed and obtain separate consent. In practice, it is common to separate the options into ① consent for forwarding name and contact information and ② consent for forwarding checkup results and symptoms, ensuring that there is no disadvantage in using the EAP even if the second option is not agreed to. The burden of repeating explanations can be reduced by providing the option for employees to send a summary of their consultation request, written directly by the employee, to the agency. However, since the wording and procedures may vary depending on whether the contract with the EAP agency involves the outsourcing of personal information processing or the provision of information to a third party, please review the contract details with your in-house personal information manager before implementation. It is a good idea to define the scope of responses in advance to the company to prevent unnecessary feedback regarding consultation requests or their content.668926.09.21
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