How We Care For Employees In The Workplace

How We Care For Employees In The Workplace

Below is some general information about our approach to caring for the needs of people in the Entertainment Industry.  For more information on our employment screening and selection process, please visit the Join Us page.  Basically, the process is as follows:

• We make a presentation to the individual looking for chaplain assistance, or the Corporate owner or Officer who decides to proceed with providing a chaplain for their employees
• We begin the process to recruit, hire, and train the best possible candidate(s) to fit the person or the culture of the organization
• Recruits go through a multi-phase interview process
• Once a suitable candidate has been selected, they are processed through our training process
• We map out a strategy to orient the client and/or the company's employees to the chaplaincy program
• Orientations are conducted by The Entertainment Industry Chaplains in a manner keeping with the culture of the client company and/or the needs of the person requesting chaplain care
• The new chaplain(s) begins making weekly rounds with the client company, or begins regular mutually agreed process with the individual
• The new chaplain(s) will be on call 24 hours a day, 7 days a week for any crises
• For Corporations, Monthly Activity Reports will be generated for the leadership of the client company
• Periodic reviews will be conducted by The Entertainment Industry Chaplains with the client company/or individual to ensure the most effective outcome

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Chaplain Assistance Program vs. Employee Care Program

A few things to consider before placing a chaplain on your staff as a company employee

The chaplain should always be an independent third party. There are many potential liability pitfalls that surround having a company employee as a chaplain. The company should never place itself in the position where the employees think that the chaplain could be compelled to break confidentially by a superior at the company. The company should view the chaplain as an independent contractor capable of being objective and private in the context of employee relationships. Other matters to consider include how the company will recruit, train, and manage the chaplain. Additionally, how will the company deal with continuing education training, and who will be there when the chaplain needs somebody?

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