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No one ever said life is always a bed of roses. This is true for employees, and some organizations provide help to their employees when life has more thorns than rose petals. This help is a rather common benefit offered by organizations, and is known as an employee assistance program (EAP).
Some organizations provide help to their employees for all kinds of issues. This help is a rather common benefit known as an employee assistance program (EAP).
An EAP is intended to maximize the health and efficiency of the workforce while conveying a caring attitude on the part of the employer.
Productivity. Not only do employees have a stake in their own well-being, organizations have a stake in the well-being of their most valuable resource—the employees.
Costs. Employers usually pay the cost of EAP services for a set maximum quantity of sessions for each situation. If the EAP refers an employee for specialized counseling/treatment not covered by insurance or other benefits, employees may be responsible for those services.
Any company considering an EAP should evaluate for itself the financial factors and success of such programs as well as the number of times an employee would be allowed to participate. Some companies set up their EAPs internally, and they are administered by employees of the company. Other companies contract with an outside entity to privately interview troubled employees and, when appropriate, refer them for treatment or counseling.
Utilization of an EAP is usually short-term. If more long-term help is needed, the EAP counselor may refer an individual to specialized help.
Referral. Employees may find themselves referred to an EAP through a variety of paths:
These are not cast in stone, but rather, are one format that can be followed. Employers often meet with a variety of EAP service providers to find one that fits well with their organization.
Confidential and professional. EAPs are generally designed to offer confidential consultation and counseling services to employees and their dependents who are experiencing problems that may be impacting their life at work and/or at home.
Often, the employees referred to EAPs are not troublemakers, but are simply going through a difficult time. Who is referred and the related diagnoses is kept between the consultants and the individuals. The information does not go any further. One of the cornerstones of effective EAPs is that they are confidential. No one outside of the individual and the counselor(s) involved is to be aware of the individuals’ problems.
The services also need to be those of professionals in their field. Knowing that they’re being helped by someone who is properly trained should help individuals feel secure that they are obtaining valuable assistance. When selecting an EAP provider, organizations should look for licensed and experienced professionals.
Supervisor/manager training. Since supervisors or managers may be the first to spot a performance problem, they should be trained in how the EAP works and when employee referral is appropriate. Some performance problems may be alleviated with appropriate training, and may not involve a personal problem at all. Organizations may want their supervisors and managers to be aware of not only how to identify potential personal problems, but the appropriate procedure to refer an employee to an EAP, if needed. Supervisors and managers should:
Get the word out. Employers generally provide information about their EAP to employees using posters, notices, or intranet sites. Employers want employees to be aware of these services so employees are more apt to take advantage of the service and derail any personal problem that may exist.