FAQ

Corporate chaplaincy provides employers the opportunity to offer a Chaplain Assistance Program (CAP) benefit to their employees. A CAP is a personal, voluntary, and confidential employee care benefit available to employees, their households, and immediate family members.

The current economic crisis is taking its toll on more than just people’s pocketbooks. The additional emotional distress is hitting families and many Americans are taking this stress to work with them every day. Difficulties and challenges that employees face outside of the workplace come to work with them and result in low productivity, low morale, high absenteeism, and high safety violations. Corporate chaplaincy makes good business sense; take care of your employees and they will take care of business. Hundreds of companies are discovering the human resource and bottom-line benefits of having a chaplain on-premises and available by phone 24 hours a day, 7 days a week, 365 days a year in case of emergency, crisis, or other need.

While an Employee Assistance Program can be an important asset to any employee group, it is often underutilized or unable to address the initial onset of a concern. EPA provide telephone-based assistance and referral services, and have an average usage of 5% – 7%. A Chaplain Assistance.

Program offers the same assistance and referrals, but an on-site Chaplain can build a trusting relationship with employees and be able to identify any concerns in the early stages. Due to the relational nature of a CAP usage rates average 55% – 95%.

The typical workplace Chaplain/employee interface lasts only a few minutes and occurs regularly (usually weekly). If the employee would like to have a more in-depth discussion or requests additional assistance from the chaplain, follow-up conversations are arranged outside of work hours. These arrangements may include sending an e-mail, a phone call, or getting together during break or lunch. 

No. Our Chaplain Assistance Program approach is based on the military and hospital chaplain model – a neutral, nurturing, and always available caregiver – and focuses on helping employees and families better manage and respond to basic personal life and work issues. Because it is not an organized religious program, nothing is done that violates religious discrimination, civil rights or privacy laws.

No. Title VII of the Civil Rights Act of 1964 prohibits religious discrimination by employers with 15 or more workers. Chaplains are also familiar with and work within the parameters of the White House Guidelines for Religion in the Federal Workplace. Furthermore, during more than 60 years of workplace chaplaincy history, no company offering a Chaplain Assistance Program, nor any chaplain agency, has been the target of litigation concerning chaplain care. When a Chaplain Assistance Program is voluntary and nondenominational, it fulfills the positive requirement of enhancing faith and a diversity-friendly environment in the workplace.

Step 1: We make an informative, experience-based presentation to a company owner or HR team. who decide whether or not to proceed with providing a Chaplain Assistance Program for their employees

Step 2: We work with the company owner or HR team to map out the best internal communications strategy (e.g. access, frequency, expectations, etc.) to orient the client’s company’s employees with the Chaplain Assistance Program.

Step 3: An onsite orientation is conducted by Asiel Chaplain Services in a manner keeping with the protocol of the client company’s HR and with the culture of the client company.

Step 4: The new Chaplain begins making weekly visits with the client company, stopping in for a brief chat with employees. building relationships, and laying the groundwork that positions the Chaplain as available to offer care to employees dealing with personal and professional life issues.

Step 5: Monthly activity reports will be generated for the leadership of the client company. These are not employee meeting contents reports. These are activity reports that deal only with employees’ responses to the chaplaincy service, the number of meetings, suggestions on how to improve the chaplaincy services, etc.

At the orientation meeting, employees learn that they, not the Chaplain or the company, make the decisions about interaction. In practice, all or most employees eventually come to appreciate the benefit of having someone “safe” to talk with, and they enjoy a good relationship with the Chaplain simply because the Chaplain is there for no other reason than to care.