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'Employee Assistance Programs' (EAPs) are employee benefit programs offered by many employers, typically in conjunction with a health insurance plan. EAPs are intended to help employees deal with personal problems that might adversely impact their work performance, health, and well-being. EAPs generally include assessment, short-term counseling and referral services for employees and their household members.

Contents

Employees

Employers

See also

External links

Employees

Employees and their household members may use EAPs to help manage issues that could adversely impact their work and personal lives.EAP counselors typically provide assessment, support, and if needed, referrals to additional resources. These programs are becoming increasingly more common in today's worksites, and as the field grows, the responsibilities of employee assistance professionals are expanding as well. But many EAP experts have expressed deep concern over the numerous ethical and quality issues existing in the field today. The issues for which EAPs provide support vary, but examples include

★ substance abuse

★ safe working environment

★ emotional distress

★ major life events, including births, accidents and deaths

★ health care concerns

★ financial or legal concerns

★ family/personal relationship issues

★ work relationship issues

★ concerns about aging parents
An EAP's services are usually free to the employee or household member, having been pre-paid by the employer. In many cases, an employer contracts with a third-party company (such as Magellan Health Services, CIGNA Behavioral Health, Ceridian Perspectives or ComPsych) to manage its EAP. Confidentiality is maintained in accordance with privacy laws and professional ethical standards. Employers usually do not know who is using their employee assistance programs, unless there are extenuating circumstances and the proper release forms have been signed. In some circumstances, an employee may be advised by management to seek EAP assistance due to job performance or behavioral problems. This practice has been thought to raise concerns for some, who believe that the EAP may place the employer's interests above the health and well-being of the employee. However when done properly and with a highly qualified vendor, both the employer and the employee benefit. In fact, the goal of these supervisory referrals is to help the employee retain their job and get assistance for any problems or issues that may be impacting their performance. And, most importantly, any referrals for job performance issues or concerns are always confidential.
Not all states require such EAP providers to be licensed. As a result, the options for an employee who is dissatisfied with his or her EAP experience may be more limited than with a traditional health insurance provider. Some argue that more government oversight and greater involvement from consumer advocacy groups is essential to ensure employees receive fair treatment by EAP providers.

Employers

Some studies indicate that offering EAPs may result in various benefits for employers, including lower medical costs, reduced turnover and absenteeism, and higher employee productivity and morale. However, there is some dispute as to whether such studies are impartial and scientifically valid, particularly those studies performed by the EAP providers themselves. EAPs may also provide other services to employers, such as supervisory consultations, support to troubled work teams, training and education programs, and critical incident services.
It needs to be noted, however, that EAP services are paid for by employers who then become the "clients" of the EAP company. That can interfere with the ethical considerations given to an employee/patient by licensed health care professionals who may fear losing their jobs if they do not please the employer/client company. Quality EAPs however, maintain a strict adherence to the concept of serving two clients; the employer and the employee. If the employee improves, then both the employer and the employee are winners in that the employer keeps a good, highly motivated and high-performing employee and the employee keeps his/her job.
Most EAP companies are not regulated by state or local agencies, leaving both companies and clients with little recourse in the event that the EAP fails in some way. However, clients who feel mistreated may file a complaint with the relevant state agency against the individual therapist. This can be a no win situation for everyone, including the EAP company, which has a great deal to lose, including its reputation amongst employees who, if they mistrust it, will not use the program.
There are many "free" EAPs out there who merely act as a "1 800" number and are not workplace specialists. These are usually providers who bundle their "so called" EAP into a disability program and have very little visibility.

See also

★ PsychGuide

★ Workplace wellness

External links

★ Employee Assistance Professionals Association

★ Employee Assistance Society of North America