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EMPLOYEE ASSISTANCE PROGRAM (EAP)

An employee assistance program (EAP) is a cost-effective, job-based program to help employees whose personal problems are effecting work performance. Employee problems may be related to alcohol or other drug abuse, marital and family difficulties, financial or legal troubles, or emotional or mental disorders, among others. EAPs help identify and resolve employees' problems by providing various forms of confidential short-term counseling, referral, and followup services. Almost any company can provide EAP services for its employees. Many companies, unions and other organizations can establish their own programs at the worksite. Some organizations may find it easier to contract EAP services from an outside EAP provider. Smaller companies may join with other companies in a consortium or cooperative arrangement, or work with a local business or trade association to start an EAP for its membership.

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Before announcing an EAP, management
should consider the following:
  1. Review worker insurance packages to determine if alcohol and drug abuse treatment services are included.
  2. Allocate funds necessary to initiate and maintain the EAP.
  3. Assure a private location for the EAP.
  4. Establish recordkeeping procedures that assure confidentially.
  5. Include provisions for program evaluation.

Management should prepare a letter announcing
the EAP and send it to each employee and family.
The letter might contain the following:

The success of the EAP will depend on the quality of the staff and the commitment of those responsible for its operation. Companies who have implemented an EAP have found that the results are beneficial to the company and its employees. Contact us at Alpha Counseling and a Represenitive will glad to evaluate your needs and help develop a comprehensive EAP that benefits all involved.

  1. Identify the EAP as a mechanism to help workers and their families who have personal problems.
  2. Specify eligibility for using the EAP.
  3. Explain the relationship of an EAP to other organizational components including roles and responsibilities of various personnel in the organization.
  4. Make clear that participation in an EAP will not jeopardize future employment or advancement nor will it protect workers from disciplinary action for continued substandard job performance or rule infractions.
  5. Outline procedures for supervisory and union referrals, voluntary referrals, and peer referrals.