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We believe our Human
Resources staff has been quite effective in dealing with
substance abuse in the workplace. So why should we
consider getting outside help now? |
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For a number of reasons.
Most internal human resource departments are limited in
manpower, time and resources. An Employee Assistance Program can
support the company's HR staff with substantial resources,
skills and a variety of services. Also, an Employee Assistance
Program can help bring a company's workplace into compliance
with various State and Federal DOT regulations. |
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Why
is an EAP needed? |
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An Employee Assistance
Program provides confidential, professional assistance to
employees and their families. Helping employees solve their
personal problems helps them improve their work performance and
increase their productivity. In many cases, careers will be
saved because employees receive the help they need and the
company retains its investment. Keeping valued employees on the
job and doing good work is what the EAP is all about.
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What
kind of problems does the EAP deal with? |
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Substance abuse, marital,
family, emotional, childcare, eldercare, legal and financial
difficulties are some of the issues that EAPs are called upon to
handle most frequently. Some EAPs are also very effective in
diffusing potential legal situations against the company.
Management-based EAPs serve as consultants to management and can
assist with a variety of organizational development, problem
solving, compliance and training issues. |
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How
will supervisors and managers in my company realize that an
employee needs help? |
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Problems in the workplace
become apparent to managers and co-workers in a number of ways
that usually result in a decrease in the employee's
productivity. A few indicators are excessive absenteeism or
tardiness; increased benefits use and increased conflict with
co-workers, supervisors or customers. |
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Does
the EAP help my managers recognize these and other problems? |
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Yes. Quite often, managers
recognize a problem but are uncomfortable with suggesting
intervention. Training, assistance and coaching for managers and
supervisors in early identification of problems in the workplace
are key functions of the EAP. This training equips managers to
stay focused on the employee's productivity while offering the
employee a resource to help solve the personal problems that may
be affecting their productivity. |
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Who
knows when an employee or family member uses the services of the
EAP? |
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While the company is made
aware of statistical employee activity and usage on a quarterly
basis, names and specific activities on the part of employees or
family members are kept confidential. In the case of a
supervisory referral, the manager or supervisor contacts the EAP
for consultation as needed on referring an employee with job
performance problems. The manager meets with the employee to
address job performance issues and refers the employee to the
EAP. With a signed release of information, the EAP will
follow-up with the supervisor on status and progress. The nature
of the problem remains confidential. |
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How
do employees find out about the EAP and its use? |
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Material containing
information on all of the services provided by the EAP is
available for employees. 800 numbers and 24-hour hotlines are
available to employees and their dependents throughout the
United States. In addition, on-site training by the EAP is
provided for supervisors on how to effectively utilize the EAP
when dealing with performance problems. However,
if all
your EAP offers is an 800 number and a few free counseling
sessions, you may want to ask:
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What
does a management-based EAP have to offer? |
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Employee Support Systems
Company, a management consulting firm specializing in Employee
Assistance Programs since 1979, provides
assistance to the entire organization.
Employee Support Systems provides
high quality and
confidential assessment and referral services
to employees and their family members including
motivational counseling
and
on-going case management.
Employee Support Systems also assists employees in
returning job performance to a fully satisfactory level;
decreases turnover
rate of employees;
contains benefit costs
through pre-authorization of mental health and substance abuse
treatment and
assists in emergencies
with Critical Incident Debriefings within 24-48 hours of the
request or incident. Employee Support Systems implements the EAP
by providing
employee orientations
and
supervisory training
on using the EAP effectively. |
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Employee Support Systems
also provides
organizational development
support and consultation to management
as part of the EAP function. This includes
problem-solving sessions and specialized seminars and training
on topics such as stress management, substance abuse in the
workplace, team building, time management, conflict management,
leadership development and compliance issues. Specialized
training is also developed in response to particular issues or
problems that may become barriers to productivity.
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My
managed care firm says they provide our company with EAP
services. Why should we consider a change? |
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Employee Support Systems'
EAP is an open access benefit guaranteeing quality of both
treatment and cost containment.
We are not a managed-care
product, but a stand-alone, management-based EAP
focusing on organizational development, compliance and
prevention. As with all investments, it can do no harm to review
other providers and options. This investment may be among the
most important in your company's portfolio. |
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A
Management-Based EAP Offers:
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Assistance To
The Organization
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Assistance To
The Manager
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Assistance To
The Employee
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Nationwide
services
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24-hour telephone
availability |
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Substance abuse
professional services including DOT compliance, training
and case management |
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Critical incident
debriefings following workplace trauma |
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Recommended
interventions for work-related problems |
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Evaluation and
direction for behavioral health services |
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Organizational
development assistance and training programs |
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Wellness seminars. |
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An effective
resource for troubled employees with performance
problems |
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Monitoring of
troubled employees' treatment compliance for
management-referred employees |
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Training and
consultation for work-related problems (harassment,
violence, substance abuse, etc.) |
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Access to
confidential, professional and no-cost assistance for
personal problems |
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Referral to
qualified resources |
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On-going case
management and motivational counseling |
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Coordination of
treatment with service providers and insurance carriers |
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Employee
Support Systems Company. Real problem-solving assistance.
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