Let's Talk... Employee Assistance Program (EAP)
What are EAP's?
An Employee Assistance Program (EAP) is a voluntary, work-based program that offers free and confidential assessments, short-term counseling, referrals, and follow-up services to employees who have personal and/or work-related problems. The Let's Talk... EAP addresses a broad and complex body of issues affecting mental and emotional well-being, such as alcohol and other substance abuse, stress, grief, family problems, and psychological disorders. Counselors also work in a consultative role with managers and supervisors to address employee and organizational challenges and needs. Our program can actively help your organization prevent and cope with workplace violence, trauma, and other emergency response situations.
How can EAP's Improve Outcomes?
In The Journal of Employee Assistance Research Report, "EAP Impact on Work, Relationship, and Health Outcomes", there were significant improvements on the work, relationship and health outcomes for employees utilizing EAP programs. The focus areas included Job, Marriage/ Relationship, Alcohol/ Drug Use, Family, Emotional, Legal and Financial categories. The results of the study regarding Employee Assistance Programs efficacy are astounding. The results indicated an approximately 65% improvement in the employee's mental health. There was nearly a 70% improvement in Work and Social Relationships and up to 85% improvement in Attendance.
Let's Talk... EAP addresses Substance Use Disorders
Substance Use Disorders (SUD), lately Opioid Use Disorders (OUD), and historically Alcohol Use Disorders (AUD) are onerous issues affecting businesses of every size ability to attract and maintain the talent they need to grow their business. The Let's Talk... EAP is backed with decades of knowledge to support your employees through these issues towards leading happier, healthier and more productive lives. As part of the Meadville Medical Center Health Systems offerings, your employees are afforded access to the treatment they need to succeed in recovery from these diseases. Recently, in partnership with Crawford County Drug and Alcohol Executive Commission (CCDAEC), Meadville Medical Center has opened up the Suboxone Treatment and Recovery (STAR) program. This program is designed to more effectively utilize Medication Assisted Treatment (MAT) to empower your employees to find a new way to live, locally. They can also be referred instantly to the free community resource that the Let's Talk... Overcome Addiction campaign has developed with the Recovery Service Navigator. Meadville Medical Center is constantly innovating approaches to addressing SUD in our community, and your business can access and utilize this innovation first-hand with the Let's Talk... Employee Assistance Plan.
Let's talk... about how you can improve your employee's overall wellness and your bottom line.
Frequently Asked Questions
The employee may self-refer for any number of personal or family problems that are causing distress in his/her life. The benefits of this are to provide assessment and rapid intervention before the problem(s) escalate to the point where they are causing upheaval and loss, and also before they begin to effect job attendance or performance.
Other benefits are the confidentiality of the service, which allows a person to talk to the Employee Assistance Professional without anyone from the workplace becoming involved before, during or after the contact is made. Any contact that may need to be made with the employer will be done with the employee’s written consent and then only in terms of whether or not contact was made.
Finally, since the employer has provided this service to all employees, consultation with the E.A.P. is cost-free to the employee, releasing him or her from the worry that accessing help and suggestion will add to the financial burden.
Employees using the service are given assurance that their privacy will be maintained and that all communication between the Employee Assistance professional and the employer will be done in the form of statistics so that the company can gauge the amount of usage of the service that has taken place.
The supervisor will obviously be aware of the referral and may take part in initial visits or conversation with the E.A.P. However, beyond follow-up provided to ensure that the employee has taken advantage of any suggested or mandated E.A.P. consultation, no other details of employee sessions will be disclosed.
NO information regarding diagnoses or information that would indicate the nature of the problem will be discussed with anyone from the workplace without the employee’s written permission.
Even with permission, few details of any session or recommended course of action are ever disclosed except in emergency circumstances. The disclosures made are for the purpose of continuity of documentation in the employee file, and to ensure that problems that may threaten the safety of all employees and productivity of the workplace are addressed appropriately.
By providing a confidential means for people to ask questions, access counseling, or be connected to various forms of assistance in the community, employees with problems are more easily able to come to work without outside issues interfering with their performance on the job. This lessens unfair burdens on co-workers that can occur when individual impairment goes unnoticed or untreated, and helps maintain good workplace morale.
By providing early intervention and adequate care to people whose problems, such as substance abuse, untreated mental illness or family crises for example, will not get better or “go away” without some form of help, employees are able to maintain safe work practices and individuals impairments do not threaten the health or safety of co-workers.
Also, by providing an avenue for assistance to those whose problems may not be as immediately severe as those named above, but are serious enough to be cause for concern, the individual can continue to fulfill their own career goals, and experience satisfaction in their work environment, a main goal for any E.A.P. program working with administrators of a company.
By having an avenue to timely intervention in the case of a critical incident, staff will have an experienced professional offer support as well as act as an objective third party to listen to employee concerns at a time of great stress. Prevention of increased emotional trauma and offering of support and assistance are primary goals of this aspect of the EAP service, as well as access to ongoing counseling if necessary.
In addition, an E.A.P. such as the one offered by Meadville Medical Center can provide workshops, in-services and other types of individualized trainings, which positively impact all employees of an organization.