The SSIE can act at various levels:

Firstly, by supporting employees in finding solutions to their problems, the SSIE contributes very directly to reducing their stress level.

Then, if it is appointed by the company as a trusted person, the SSIE is available to promote understanding and the search for solutions in conflicts and breaches of personal integrity, whether at the request of the employee, the manager or HR.

The SSIE can also participate in setting up the overall system for preventing psychosocial risks and breaches of personal integrity.

Finally, the SSIE offers information sessions and workshops for employees and managers, in order to raise participants’ awareness of psychosocial risks, whether these concern breaches of personal integrity or stress and burnout.

Access to SSIE services is entirely possible for temporary employees, retirees, or even disability pension recipients. However, it depends on the company’s decision to include these categories of people, either in the number of employees for member companies, or in access to the service with hourly billing for non-member companies. Any specific case can be discussed.

The general management of an expatriate family’s relocation, such as procedures for obtaining a residence permit, finding housing, school registration for children, organizing the move, etc., is the responsibility of the company, which most often has extensive experience in this area. However, the SSIE is available to these employees for any questions that may then arise in organizing their daily life. By supporting them in understanding practical and administrative life in Switzerland, the SSIE can therefore contribute to their integration.

The SSIE is available to managers to reflect on communication within the company and on what can be put in place to help employees adapt to the event.

The most affected colleagues have the opportunity to contact the SSIE to share their feelings and reflect on what they can put in place individually in order to manage the shock as well as possible.

Finally, depending on the contract established with the company, the SSIE is available to the family of the deceased to support them with the steps to be taken in relation to social insurance and inheritance matters.

The directive on personal integrity should not be a simple copy and paste of a standardized model. It must be integrated into the company regulations and be able to rely on internal people who know and validate their role in preventing and managing the problematic behaviors concerned. At the company’s request, the SSIE can provide information, advice, support, proposals and an outside perspective on the directive being considered by the company. It willingly collaborates in the reflection and preparation of this document, but it is not authorized to formally guarantee its compliance with OCIRT requirements.

The SSIE also works under mandate in cases of incapacity for work. It then actively collaborates with the human resources department, the occupational health service and the insurance providers concerned, and provides close support to the employee on all questions related to social insurance and adaptation of the family budget. You will find more information on the Services page, section “Mandate in the event of incapacity for work”.

SSIE social advisors do not generally make home visits except in very specific cases, at the request of the employee. In the situation described, however, the SSIE can be contacted to assess the situation, review the different options and thus support the employer.

The SSIE works with companies based in Geneva. If the employer wishes to offer our services to employees in another canton, they will therefore need to travel to Geneva, or alternatively favor exchanges by email, telephone or video conference.

The SSIE very regularly receives cross-border employees and therefore has good knowledge of the specific issues involved. It may happen that the complexity of cross-border situations leads to redirecting some employees to specific services, just as certain benefits or assistance are limited for people living outside the canton. In all cases, the SSIE strives to seek the most suitable options for each situation.

The role of the SSIE is not to act as an intermediary to confront or monitor an employee. It is in fact the company that most often has the possible information and facts that make it possible to identify possible dysfunctions. However, we can reflect together on the best way to offer support to an employee in difficulty. If appropriate, a tripartite contract may be considered, signed by the employee, the employer and the SSIE, making it possible to clarify the roles and responsibilities of each party in order to best promote a positive development.

The SSIE never participates in dismissal meetings, as this is a company decision in which the SSIE takes no part. Participating in the meeting would create confusion about everyone’s role and would threaten the independence of the SSIE, which is an essential condition for being able to provide support, especially in this type of situation. However, we can reflect together on the measures that can be put in place to ensure everyone’s safety. The SSIE may possibly make itself available so that it can receive the dismissed employee immediately, if the person wishes.

The flat fee includes the availability of the service, responses to brief telephone questions, whether for employees or the HR department, an annual meeting with statistical data and an information session of choice for employees.

Our statutes do not allow you to become a member. Nevertheless, you can choose to pay a flat fee per employee corresponding to the contribution of member companies, and thus have access to the same services. However, please note that a minimum amount corresponding to 200 employees is billed.

In the agreement you establish with the SSIE, you can effectively limit the number of hours per employee or define the areas of intervention in order to contain costs. But if it becomes necessary to extend an intervention, with your agreement, or if requests suddenly become more numerous, you will not be able to guarantee equal treatment if your budget cannot adapt to fluctuating needs.