Employee assistance programs, or EAPs, provide employees with personal challenges that impair their performance at work with confidential, short-term counseling services. The industrial alcoholism programs of the 1940s gave rise to EAPs. EAPs need to be a part of a larger organizational wellness strategy that includes written policies, training for managers and staff, and, if necessary, a sanctioned drug testing program.
Do you provide EAP Services?
No, EAP services are not provided by CCOHS. In order to locate an EAP service provider, please see the question below. EAPs are typically a program that is funded or purchased by your employer and offered by an outside agency, occasionally by a division within your business. Ask your manager, the human resources department, the union, or a health and safety representative if your employer provides an EAP service.
Who provides EAP services, and where can I locate them?
Use a search engine on the internet to find service providers nearby. The phrase ""EAP service providers"" is a key one. If you want to assist limit the results, you might want to input your location.
Do we license or certify EAP providers?
No. We advise getting in touch with the Canadian Employee Assistance Program Association if you want to create your own EAP business and provide EAP services (CEAPA)
What serves as an EAP's purpose?
The EAP provides assistance in resolving issues that can be interfering with work. However, there is no requirement that these concerns are brought on by problems at work. Employee assistance programs are intended to assist employees in understanding or overcoming their problems, whether or not they are related to their jobs. Although the majority of EAPs provide a wide range of services, they frequently provide referrals to other experts or organizations that can provide more or extended treatment in certain areas.
What services does an EAP provide?
Personal troubles are among the variety of topics that an EAP provider typically manages.
job stress challenges in relationships. issues with parenting, childcare, and eldercare. Harassment. addiction to drugs. loss and separation. juggling both career and family. legal or financial. Domestic violence Some EAP providers are also able to provide additional services, such as aid with retirement or job loss, wellness/health promotion, and fitness (such as weight control, nutrition, exercise, or smoking). Others may include guidance on chronic illnesses, difficulties with disabilities, counseling for emergency situations (such as a death at work), or advise expressly for managers and supervisors on how to handle challenging circumstances.
Who may utilize an EAP?
All employees and members of their immediate families are welcome at EAPs.
What does place after I call an EAP?
An EAP phone number is typically advertised or made available to staff members in some other way. This number frequently goes to a referral agent. Someone from within the company, such as a medical department health expert, a union counselor, or an employee who has taken EAP training, could serve as a referral agent. The employee might be referred to an outside EAP resource if there is no internal referral agent. Referral agents need to be knowledgeable about the community resources that are available, such as clergy, financial, social, and mental health services. A referral agent describes the details of the circumstance and directs the person seeking assistance to the best source. The real referral is based on the difficulty level, personal preferences, and ability to pay for the service (if costs are not otherwise covered by the organization or an insurance program). A private file is opened when a worker voluntarily contacts an EAP provider. The EAP provider will gather the essential data and determine if the situation can be handled by the provider or if a referral to an outside resource is required based on the severity of the situation and the EAP staff's abilities (such as a particular substance use program). Unless the issue is deemed to be an emergency, interviews are normally presented to the employee within a certain timeframe (for example, interviews will be held within 24 or 48 hours).
What occurs after an EAP referral, and who is aware of it?
There are three categories of referrals in an EAP:
1. Self-referral, in which the employee proactively seeks assistance.
2. An unofficial recommendation for the EAP from a boss, acquaintance, or coworker.
These two reference categories are not mentioned in the employee's personnel file.
3. A formal referral to the EAP is made by the supervisor based on employee performance. Depending on the circumstances, this recommendation may or may not be included in the person's personnel file. Frequently, no mention is made unless formal disciplinary action is required. However, in neither scenario is what is said during the sessions shared with the employer.
What attributes an EAP's success?
An EAP's success depends on a number of factors:
open to employees and their close relatives.
Management, employees, and the union (if any) acknowledge and agree that an EAP is necessary.
Policies and practices that are backed by senior management, employees, and the union
formal and informal referral processes are established.
Encouragement to use the EAP is given in the form of promotion.
Managers and workers educated in how to access EAP.
Periodic evaluation of the EAP to be sure the needs of both the worker and the employer are being met.
In addition, the EAP must be monitored and evaluated to ensure continued quality of the referral/assistance and to correct potential trouble situations. An appropriate assessment, referral and follow-up of progress are important for continued success of the EAP.
What things should be considered when contracting or hiring an EAP provider?
Hiring professional services, no matter what the service may be, requires some investigation. It is the client's responsibility to find a competent consultant who is qualified by education, knowledge, and experience. The following questions are not meant to be the only questions you may ask, but rather they are a start to your checklist. 1. What is the experience of the provider? How many years has the provider been serving these clients? Can the provider provide a list of references? 2. Where are the provider's offices located? (A local organization is generally preferred because they are familiar with the community and its resources.) 3. What is the provider's scope of services? Examples may include: Stress management. Child care or elder care referral. Wellness program. Counselling for crisis situations (e.g., death at work). Advice specifically for managers/supervisors in dealing with difficult situations. Exactly how would the organization provide services to our employees? For example, would the provider use an 800 number, referral network, on site service, etc. What is the policy on returning calls? How long before a call-back is placed (e.g., within 24 hours, 48 hours)? 4. How does the provider determine to whom the clients are referred? How and how often is the list of referral sources updated? 5. What is the provider's availability? How many staff members are available in typical and non-typical business hours? What services are available in non-typical business hours? What is the availability for night or swing shift workers? 6. How many counselors are provided per worker? What are the backgrounds of the counselors, i.e. education, credentials, years of experience, etc.? 7. Does the EAP offer education or training for your workplace? If so, what type of training is provided? 8. Does the provider have a follow-up or utilization review service? If so, how is it done? 9. What kinds of return-to-work, aftercare, or support services are offered? 10. What types of publicity and promotion of EAP services would be offered? 11. What is the fee structure? (E.g., flat fee? Based on average usage statistics and number of employees? Per referral?) 12. What types of reports are produced to the employer? (E.g., number of referrals, what types, etc.)"""