1. Purpose and Philosophy
At our organization, we recognize that our staff are our most valuable asset. The work of serving our clients is deeply rewarding but also carries a significant emotional and psychological load. We understand that “bearing witness” to trauma can lead to secondary traumatic stress, compassion fatigue, and burnout. This policy is rooted in a trauma-informed approach to organizational health. We believe that to provide the highest quality of care to our clients, our staff must first be supported in their own well-being. By institutionalizing monthly therapeutic discussions, we aim to: Normalize the seeking of support within the helping professions. Provide a dedicated space for staff to process the emotional impact of their roles. Enhance long-term career sustainability and reduce turnover. Foster a culture of resilience, ensuring we can continue to work together effectively for the good of those we serve. 2. Policy Mandate All staff members engaged in direct client service are required to participate in a minimum of one (1) hour of therapeutic self-care per month with an external, qualified professional. 2.1 Qualified Providers Evidence of participation must be provided from one of the following: A licensed Clinical Therapist or Counselor. A credentialed Faith Leader (e.g., Chaplain, Rabbi, Imam, Pastor) with recognized standing in their tradition. 2.2 Integrity of the Therapeutic Space (Conflict of Interest) To ensure the safety and confidentiality of the staff member, there shall be no allowance for the use of providers who hold any role in the supervision or oversight of the staff member receiving services. This includes direct supervisors, department heads, or any individual with indirect influence over the employee’s performance evaluations or employment status. The goal is to provide a “clean” space where employees can speak freely without fear of professional repercussions or blurred boundaries. 3. Compensation and Scheduling 3.1 Hourly (Non-Exempt) Employees Compensation: Hourly employees will be compensated for one and one half (1.5) hours of therapy per month at their regular rate of pay. Additional Support: In cases where a staff member or their provider identifies a need for more frequent sessions due to acute professional stress, the CEO is authorized to approve additional paid hours on a case-by-case basis. Scheduling: Hourly staff should coordinate with their supervisor to ensure coverage while attending their sessions. 3.2 Salaried (Exempt) Employees Expectations: As professional practitioners, salaried staff are expected to integrate this monthly requirement into their schedules. Flexibility: While salaried staff must still meet their expected work deliverables and schedules, the organization encourages flexibility to ensure this requirement is met when necessary. 4. Evidence of Participation The organization respects the confidentiality of the therapeutic relationship. We do not require clinical notes, diagnoses, or summaries of what was discussed. Requirement: Staff must submit a simple “Attestation of Attendance” or a receipt of service once per month to the Human Resources department by either physical paper or by using the secure form submission. Confidentiality: This documentation will be stored separately from performance files and used only to verify compliance with this wellness mandate. 5. Organizational Commitment This policy is not a “check the box” exercise; it is an investment in our collective health. We recognize that by caring for ourselves, we increase our capacity for empathy, clarity, and effective service. We are committed to walking alongside our employees as they do the hard, vital work of healing our community.