May 2026

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May 2026: Life, Health, and YOU

Coping with Loss

Losing a loved one is one of life’s most stressful experiences and can trigger a deep emotional crisis.

Knowing What to Expect
Grief can bring a wide range of emotions, even when a loss is anticipated. Common reactions include denial, disbelief, confusion, shock, sadness, longing, anger, guilt, and despair.

Mourning A Loved One
Mourning is the natural process of adjusting to a significant loss. Grief is how loss is expressed and may include crying, fatigue, or depression. Allowing yourself to feel and express these emotions is essential.

Avoiding grief may seem easier at first, but unresolved feelings can lead to emotional or physical difficulties later. Strong emotional reactions such as anxiety, ongoing fatigue, depression, or even thoughts of suicide can occur. It’s also common to feel preoccupied with the person who died.

Living with Grief
Grieving is essential to healing. Allow yourself the time and space to process your loss. Helpful ways to cope include seeking support from friends, family, or support groups, and openly expressing your feelings.

Take care of your physical health by eating well, resting, and staying connected with your doctor. Avoid relying on alcohol or medication to manage grief. Focus on living in the present, even though it may take effort. Try to delay major life changes until you’ve had time to adjust. Be patient with yourself—healing can take months or years. If your grief feels overwhelming, seeking professional help is a strong and positive step.

Looking to the Future
With time, support, and care, it is possible to move through grief. While the loss never fully disappears, the pain will ease, and memories of your loved one can become a lasting source of comfort. Remember to reach out to MYgroup if you or a loved one would benefit from support related to grief and loss.

Helping Others Grieve

If someone you care about is grieving, your support can make a difference.

After a loss, people may withdraw out of uncertainty. Reach out with a simple message, conversation, or small act of kindness to show they’re not alone. People who are grieving need to feel understood and supported. Avoid clichés like “It will be okay.” Instead, acknowledge their pain and remind them you’re there.

Be someone who listens without judgment. Showing real interest and care helps people feel seen and supported, even if you’re not especially close. Check in regularly and continue offering support over time, especially during anniversaries or holidays. Consistent, sincere care helps the person feel supported long after others may have stepped away.

National Health Observances

Each month, we feature select National Health Observances (NHOs) that highlight important health & life issues affecting people every day.

May is National Mental Health Awareness Month to help end stigmas around mental health.

May 11-17 is National Women’s Health Week to recognize health issues that impact women.

May 27 is Senior Health & Fitness Day. This year’s theme is “Move a Little…Live a Lot!”

Mental Health Minute

Self-Care While Grieving

While grieving or taking care of others who are grieving, here are some tips for self-care:

  • Designate an afternoon or evening and silence your phone and meditate.
  • Play music that matches your mood. Feel understood by the songs and singers that share your experiences.
  • Eat nourishing meals each day, even if the food doesn’t hit your taste buds like you’re used to.
  • Breathe: really breathe! Take deep breaths in through the nose and slowly out through the mouth.
  • Make a memory box, collage, or journal to store your thoughts and memories
  • Share your feelings. Be courageous enough to accept the help and support of others.
  • Going for a walk can brighten mood and alleviate tension.

Live Monthly Webinar

Staying Strong and Resilient

May 13, 2026

1:30 PM - 2:30 PM Eastern

Register for this webinar in MY Portal. All webinars are recorded and saved in MY Portal about two to three days after the event.

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Supervisor Orientation Test

Welcome to your Supervisor Orientation Test! There are a total of 12 questions and you need to get at least nine correct to receive a passing grade. You may refer back to the Supervisor Orientation training materials if you need a refresher.

Which statement most closely describes an EAP?

A supervisor is not allowed to dispense a disciplinary action while an employee is being seen by the EAP, even if performance problems are continuing.

EAPs can reduce the risk of lawsuits by helping troubled employees resolve personal problems before they face adverse actions such as termination that can lead to expensive legal challenges.

Many professionals in the workplace may consult with supervisors, but the profession founded on the basis of helping troubled employees and consulting with supervisors in managing and intervening with troubled employees is:

Your employee says she has marital problems after you confront her about coming in late and calling in sick. As a result, you recommend that she call the EAP. The attendance problems stop. However, two months later, attendance problems return. Your prior discussion and recommendation to use the EAP was a "supervisor referral"?

Some employees have personal problems, but no performance problems. How would you respond: Your employee tells you she is having financial problems. She says if things get worse, she might have to file for bankruptcy. She has no performance problems. What would you do?

Your employee has a problem with absenteeism. When confronted, he says he will seek help from the EAP. A month later the absences continue. At this point, there is no need to make a supervisor referral because the employee has already gone.

Which one of these interactions with a troubled employee would most likely be perceived as serious and motivate change?

If you refer an employee to the EAP, but do not consult with the EA professional and do not provide written information concerning performance problems, all of the following are likely to happen EXCEPT:

If the employee is referred to the EAP, but refuses to sign a release of information, the supervisor will have no way of knowing if the employee followed through with the referral.

Meeting with an employee after referral to the EAP, and planning specific dates and times for other follow-up meetings is a powerful way of helping an employee feel a constructive sense of urgency to follow-through with the EAPs recommendations and reduce the likelihood of a return to performance problems.

You are concerned with your employee's continued absenteeism and problematic behavior on the job. You decide to refer your employee to the EAP. Unfortunately the employee does not go after agreeing to do so. How should you respond?