LEADING EAP PROVIDERS
Employee assistance programs have a dual purpose. They help companies address
productivity issues in the workforce and also assist employees in identifying
and resolving personal concerns, according to the
Employee Assistance
Professionals Association.
The concerns than can affect work performance
include health, marital, family, substance-abuse, emotional or stress issues,
and programs today can also include assistance in financial and legal areas.
According to the Society for Human Resource Management’s 2007 benefits survey,
73 percent of organizations have an EAP. Eighty-eight percent of large companies
(more than 500 employees) provide EAP services.
Among the hallmarks of an EAP, according to the
Employee Assistance Professionals Association, are the "consultation with,
training of and assistance to work organization leadership (managers,
supervisors and union stewards) seeking to manage the troubled employee, enhance
the work environment and improve employee job performance, and outreach to and
education of employees and their family members about availability of EAP
services"; confidential and timely problem identification and assessment
services for employee clients who are having personal concerns that could affect
job performance; use of constructive confrontation, motivation and short-term
intervention with employee clients to address the issues; referral of employee
clients for diagnosis, treatment and assistance, along with case monitoring and
follow-up services; and consultation with work organizations to encourage
availability of, and employee access to, health benefits covering medical and
behavioral problems, including but not limited to alcoholism, drug abuse, and
mental and emotional disorders. The association has a
buyer’s guide and
standards and guidelines for EAPs.
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