One of the stories I wrote (Perkins fed me data)

Color your stress and paddle it away instead of pounding dirt
By 1st Lt. Cheryl Perkins and Dave Harris
Novelty morphed into science as yesteryear’s mood ring evolved into a card that Louisiana Recovery Field Office staffers can use during their tedious 12-hour days to measure the color of their stress with their thumbs.
Counseling can help, but so can devices handed out to employees—a stress-reducing ball on an elastic string, using the hand instead of a paddle to enable employees to take out their frustrations on the ball instead of pounding dirt. And a business-card size thumb sensor to color-code stress levels (not suitable for the color-blind).
The sensor narrows a verdict spectrum, from high stress, mild, low or no stress. Employees need not make “no stress” a goal, since at least one prominent psychologist, well, stressed that “the absence of stress is death.” He said that one experiences both good stress and bad, and the good stress produced by working hard at something one loves enhances a healthy lifestyle.
FEMA has contracted with Federal Occupational Health to provide employee assistance programs—EAP—available to Corps employees and contractors. Crisis counselors staff a national call center to help individuals deal with not just the bad work-induced stress, but also depression, alcohol and drug abuse, financial woes, anxiety, sleep problems, marital tensions and domestic violence—all situations threatening health and well-being.
“Fifty-five EAP centers were established immediately following Hurricane Katrina,” said Cari Edwards, stress counselor and a FEMA contract employee. “The number now is down to three—New Orleans, Baton Rouge and St. Charles.”
Edwards has worked with the stress management team since the beginning of the disaster. “Corps personnel affected by the storm and working 69-plus hours a week, with no home, trying to rebuild, needing supplies such as groceries and other personal items begin to suffer from stress associated with the disaster and daily routine tasks,” she said. “I go out to the worksites and areas to do presentations, distribute handouts and brochures and provide a phone number for the employee assistance hotline (1-800-222-0364).”
Law mandates EAP for government employees because the programs have proven to reduce negative behavior following high stress and crisis situations.
“Disaster work is challenging physically, mentally and emotionally,” said Capt. Richard Ramos, industrial hygienist for LA-RFO. “Our people are exposed to long hours in areas that have suffered total devastation. These experiences can have a cumulative effect on a person’s physical and emotional health. Stress management resources provide a valuable morale service to the workforce to minimize distractions from personal worries; the worker more effectively can focus on job tasks, avoiding mistakes and mitigating accidents.”
Captain Ramos hands out the stress ball and thumb sensors around the workplace. Edwards makes them available when one calls the hotline. She also produced stress-relieving tips on another business card addressing on-the-spot relaxation exercises, what to do if stuck in a traffic jam, how to manage time and feel at home away from home.
The captain coordinated with Mike Larkin, Transition Recovery Office safety manager for FEMA, to button down EAP benefits for the Corps of Engineers and contractors. Captain Ramos, part of the LA-RFO Safety Office team, confers with Larkin on stress-related safety hazards. -MORE-
EAP activity also includes intervention, management consultations, training and critical incident stress management.
For individuals, EAP offers an assessment after one or two sessions, sometimes on the phone. Education, brief therapy and consultation result from up to six sessions with the EAP counselor and, if needed, referrals in the community for ongoing outpatient counseling, medication or psychiatric evaluations, referrals for chemical dependency, financial counseling, legal support, crisis shelter or elderly care services.
Managers also can benefit from EAP, which offers consolation, referral and identification of behavior problems. These services are independent of employee-initiated inquiries. Employees can use the services in confidence, without fear of identification to supervisors. For managers, EAP can assist in assessing possible violence or harm and gives suggestions for handing change, employee morale and conflicts.
EAP can also train employees—newcomer orientation, initial supervisory training, health fairs and. Critical incident stress management offerings include pre-incident education, demobilization, one-on-one crisis intervention, debriefing after critical incidents and family support.