The Employee Assistance Program: A Brief Review for Managers

1. The Employee Assistance Program: A Brief Review for Managers Presenter: Stanley Comisiak May 3, 2011

2. Objectives • Learn EAP parameters for employees • Discover how the EAP effectively supports managers and organizational productivity

3. The Employee Assistance Program: A Definition Worksite-based, confidential assessment, referral and short-term consultative service for any personal problem that has a negative impact on work performance Employees can refer themselves, or can be referred either formally or informally by management, although participation in the program is completely voluntary

4. Perspectives:The Business Case for EAPs • Study of more than 60,000 cases: Employee absenteeism reduced from 2.37 days of tardy or unscheduled absences in prior 30 day period before using EAP to .91 day after EAP use • Typical return on investment (ROI) is $3 or more for every $1 invested Employee Assistance Society of North America (2009). The Value of Employee Assistance Programs. Available online from http://www.easna.org.

5. What Employees Can Expect • Highly qualified, licensed professionals • Private in-person meetings – onsite or offsite • Clinical assessment • Problem clarification • Identification of options • Development of a plan • Referral to appropriate resource if needed • Authorization for Disclosure (AUD) forms • Confidentiality in accordance with federal and state laws • No identification of individuals in agency reports

6. Legal and Financial Consultation • Telephonic connection for legal and financial advice • Local in-person attorney services • Will preparation • Online legal services • Identity theft solutions • Family budgeting/financial planning • Savings and investment strategies • Determining amount needed to retire comfortably • Identifying a local financial planner • Selecting which credit card to pay off first

7. The Facts:EAP as a Managerial Resource • The use of the EAP as a counseling resource for employees is often recognized • Less understood is the fact that EAP is also designed as an organizational resource, where supervisors and managers can access coaching and consultation services

8. Consultation and Coaching • 24/7 management consultations on workplace behavioral issues • Telephonic or in-person consultation • Coaching/guidance on interacting with employees who present behavioral challenges • Coaching/guidance on how to refer employees to the EAP--while supervisors focus on performance and conduct, EAP can focus on the employee’s personal issues

9. Group Services • Critical incident stress management in response to crises in the workplace • Grief groups following a loss in the workplace • Health and wellness presentations • Orientations to the EAP within staff meetings

10. Strategies to Encourage Employee Use of the EAP • Dispel ignorance about the EAP – Communicate your new understanding of the program • Inform employees – Encourage them to view the orientation on the EAP website • Meet the local counselor - Invite the counselor to a staff meeting to do a brief EAP orientation • Have materials on hand and posted in the workplace • Allow employees time for EAP appointments - You may confirm their attendance if they use work time

11. Barriers to Managers’ Useof the EAP • Same barriers experienced by employees—plus: • Uncertainty about what to say or do when advocating employee use of the EAP • Hesitancy about how the employee will react • Concern confronting will inflame the problem • Concern about harming employee’s career • Lack of support from upper management • No time for the manager to consult with the EAP in advance

12. Strategies for Managers’ Use of the EAP • Use the EAP counselor as a management coach to practice more effective ways of communicating in conflict situations • Consult with the local counselor to develop a comprehensive plan that encompasses how the counselor can provide a range of services to you, your employees, and the office or agency as a whole • Request a supervisor training session from the FOH EAP, where you and other managers and supervisors can meet, discuss, and practice strategies to enhance the ability to stay calm and reasonable in the face of challenging interpersonal situations in the workplace

13. The Employee Assistance Program:Available 24/7, 365 Days a Year 1-800-222-0364 1-888-262-7848 (TTY) www.FOH4You.com Created by Congress in 1946, FOH is the largest provider of occupational safety and health within the federal government.