Incorporation to
Maximize Personal Achievement with Community Training
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An Employee Assistance Program (EAP) is a program designed to assist employees and their dependents with personal problems that may adversely affect their job performance and their personal lives. The concept of the EAP dates back to the 1940’s. At that time employers developed programs to help their alcoholic employees. Because of the stigma attached to alcoholism, only late stage chronic alcoholics were identified with this approach. Everyone faces problems in their daily lives. At times these problems may affect personal relationships, job performance and even one’s health. Without proper attention these problems can become worse and the consequences may be unpleasant and expensive. Today, the EAP is designed to assist in the identification and resolution of personal problems adversely affecting employees including but not limited to health, marital, family, financial, alcohol, drugs, legal, emotional, stress, depression, elder care, professional dilemmas or other concerns. The program is confidential and voluntary. A company’s success depends on how productive their staff is. Personal problems have the potential of adversely affecting an employee’s work performance. An EAP can help provide solutions to many of these problems. An EAP is a company benefit. Timely, successful intervention can help increase employee morale, serve to generate greater company loyalty, improve performance and productivity and improve employee / management relations. For the company, it can serve to reduce insurance and health care cost, decrease absenteeism and the rate of turnover. These ultimately result in increased revenue and the wiser use of resources. The EAP will help to restore valuable employees back to productive staff. HOW ARE EAP SERVICES ACCESSED ??? Most request for services are initiated by the employee or a member of the employee’s household calling to set up a confidential appointment. The only people that will know that the program is being used are those that the individual chooses to tell. (Please refer to Attachment "A" for a description of How the Referral Process Works.) As a service standard, we attempt to schedule any appointment within seventy-two (72) hours of the initial call. If an emergency arises, CHR staff will see clients immediately or refer the individual to appropriate services. Also, a supervisor may encourage the employee to use the EAP when job performance problems occur. When an employee’s job performance has deteriorated we recommend that the supervisor refer the individual to the EAP for an assessment and see if additional services are warranted. Regardless, the information shared in the clinical sessions is confidential and protected by law, except where the law specifies that information must be shared. These generally involve circumstances that are life threatening or in cases of abuse and neglect. WHO WILL PAY FOR THESE SERVICES ??? The EAP is a benefit paid for by the employer. This entitles the individual seeking services up to five (5) sessions, including intake and assessment. If additional treatment is needed, the counselor will try to help the employee minimize the cost by utilizing their insurance or making referrals to the most appropriate agencies. Prevention Presentations, Employee Orientations, Supervisory Training, Joint Committee Work and Marketing the EAP program internally are all included as benefits of being a part the family of agencies purchasing EAP services through The Center for Human Resources. Our goal is to design our services to meet the needs of your employees and the organization. Additionally, CHR offers twenty-four (24) hour Crisis Line services. This allows employees to call if there is a emergency or serious problem that requires help any time of the day or night. Regular office hours include evening and Saturday appointment times. Our counseling staff are all master prepared Social Workers and Psychologists. We also have a consulting psychiatrist on staff. HOW DOES THE EAP WORK FOR THE EMPLOYER ??? TRAINING AND ORIENTATION CHR works with the staff to promote the services of the EAP within the company. Initially, we provide Management / Supervisory Training which covers such areas as identifying a troubled employee, successful interventions and referring an employee. CHR also works to acquaint the employees with the EAP through orientations. Besides discussing the accessibility of the program and the nature of the services we provide, we stress that EAP services are confidential and are free to the employee and their dependents. CHR markets the program for you. We distribute brochures, poster, business cards, seasonal letters and payroll stuffers to employees to increase their awareness of the services available. Our goal is to successfully create an awareness of the EAP and thereby make it a valuable, utilized benefit that helps the employee and the company. WHAT IS A JOINT COMMITTEE ??? The Joint Committee (JC) is an internal group representative of different types of employees in the company. Members come from various departments and range from administrative staff to support staff or from management to union members. The Joint Committee members are "natural helpers" in an organization and serve as "the eyes and ears" of the EAP. The main job of the committee is to identify the needs of the employees and determine how such needs can be addressed by the EAP. During the course of the year CHR monitors the utilization of the EAP. This information is reported quarterly in the Utilization Review Report. Generally, this information is presented to the Joint Committee. Together, the Joint Committee members and CHR staff address any questions and/or concerns that are relative to the EAP. The EAP is confidential so no information that would compromise the identity of any individual is provided. The quarterly Utilization Reviews include aggregate information only, regarding the number of clients utilizing the program and the number of referrals made. The Joint Committee is an important component in generating internal promotion and awareness of the EAP. A portion of the Joint Committee meeting is spent reviewing information to aid the members in carrying out their roles. This may include ways to encourage a co-worker to utilize EAP services or the process of recognizing a substance using / abusing co-worker. ADDITIONAL SERVICES The following is a listing of topics that may be presented at your request.
Other presentations can be tailored to meet the individual needs of employers or employees. |
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