Overall, EAPs can assist employees in just about every area of their lives and may save you money in reduced workers comp and in turnover. EAPs are a benefit many employees may appreciate, but may never think to ask for if you do not offer it first.
A comprehensive program should provide the employer and its employees with a set of extensive, integrated EAP services that meet organizational needs (which includes the employer, their employees, and dependents).
As with most employee benefit options out there, there are standard and “Cadillac” options. Generally speaking, an EAP benefit should cost you about $12-50 a year, per employee, although the smaller a business is the more they tend to pay, per employee.
However, the best way for a small business to offer an EAP is to work with a PEO like ADP TotalSource. ADP TotalSource offers an EAP as part of a larger benefits program to help you easily and accurately deduct employer contributions. Click here for a free quote.
EAPs can help employers reduce absenteeism, workers' compensation claims, health care costs, accidents and grievances. In addition, they can address safety and security issues, improve employee productivity and engagement, and reduce costs related to employee turnover.
The EAP is available to provide confidential and expert consultation to management in a variety of areas including:Effectively talking with employees about their performance problems.Assisting with ideas to reinforce acceptable behavior and performance.Discussing strategies for difficult communications with employees.More items...
Full service EAPs have proven clinical outcomes In addition to clinical outcomes, the study also found improvement after EAP use to include increased work productivity (86%) and reduced absenteeism (64%.). Ninety-four percent of the more than 100,000 cases surveyed reported satisfaction with the service.
Encourage employees to take a free, anonymous, and confidential stress screener that employees can use to self-assess their level of stress. If they score high, recommend that they contact the EAP and provide clear instructions on how to do so.
Terms in this set (5) (1) The Purpose of the Employee Assistance Program (EAP) is to provide confidential, professional assistance to any employee with behavioral or personal problems which may impair his/her job performance, attendance, or conduct. True.
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.
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.
Employee Assistance Programmes (EAPs) aim to benefit employees by providing assistance for any personal or work-related problems that may have an adverse impact on their job performance and emotional well-being.
Yes. Employee Assistance Program (EAP) services are confidential. All case records and information about services provided to employees by the EAP are maintained in the strictest confidence.
How to promote your EAP to your employeesEducate existing employees. The reality is that your employees can't use your EAP if they don't know it exists. ... Inform new hires. ... Emphasize confidentiality. ... Communicate accessibility.
When you call the EAP, be prepared to give your name, address, and the name of your organization.work with you and help you make a plan to resolve your issues or concerns.refer you to a support group.guide you to helpful resources in your community.refer you to a specialist or local counsellor for ongoing counselling.More items...•
Five Steps to A More Effective EAPBuild Awareness and Education. If you need to communicate a small process change, a mass company email might be sufficient. ... Make It Easy. ... Address Privacy Concerns. ... Address Behavioral Health Stigma. ... Tell the Whole Story.
c) only universities and colleges are exempt from keeping accident and injury records.
Unfortunately, stress only has psychological symptoms. An organization has the right to not hire someone who is obese, if the obesity is not attributable to a disability. Businesses in less-developed countries, similar to United States, have equivalent safety awareness and protection programs.
An EAP is a workplace wellness program designed to boost your employees' performance by proactively helping them resolve personal issues. This program offers confidential and short-term support that assists with a variety of issues, including financial, legal, physical, and mental health.
Investing in an EAP leads to reduced healthcare costs, lower medical insurance usage, fewer disability claims, and fewer absences.
Ongoing stress leads to exhaustion and apathy, often resulting in a lack of productivity and psychological burnout. EAPs can help prevent this, by providing employees critical support before their stress snowballs into a crisis.
Needless to say, these absences can have serious consequences. In fact, the Society for Human Resource Management reports that companies lose 36.6% of their productivity due to employee absences.
When employees are distracted by personal problems, they become less motivated and creative at work. They may also start to use more sick days in an effort to cope. Needless to say, these absences can have serious consequences.
Ensuring employees are happy at work is one of the most important jobs for any employer. Happy employees create positive and productive work environments, allowing everyone to thrive while working together toward a common goal. Unfortunately, there are times when personal problems prevent employees from doing their best work.
According to Statistics Canada, mental health issues cost employers a sta ggering $20 billion per year and account for 75% of short-term disability claims in Canada. If you’re not addressing mental health in the workplace, it may cost you dearly.
Normally, what happens when you offer an EAP is that an employee who feels the need can call the EAP toll-free phone number (or can visit the EAP website) to get immediate help from a professional counselor on topics like:
A co-worker, friend, or family member suggests the EAP to the employee and offers guidance (or contact information) on how to connect with the EAP.
An EAP provides outside counselors, resources, and referrals to assist employees and their family members. Any EAP benefits received by employees or family members remain confidential. This means that while the employer pays for the service, they have no insight into an employee’s specific use of the service.
First, it shows your employees what services are offered so they can be taken advantage of the program. Second, it assists employers in remaining consistent with how they permit and administer the EAP benefits to their employees.
In this model, small businesses join together to contract for third-party EAP services, lowering the cost per employee, for each participating business. This model tends to be fixed-fee which means all services within a standard EAP are offered. This is also helpful as not all of the companies within an average consortium want the same services. (Note that there does not need to be any commonalities between employers in this group for consortia to be created).
What Is an Employee Assistance Program (EAP) & How Does It Work? An Employee Assistance Program (EAP) is a confidential workplace service that employers pay for and is free to employees. An EAP is commonly the most overlooked, yet valuable, benefits offered by organizations large and small.
As with most employee benefit options out there, there are standard and “Cadillac” options. Generally speaking, an EAP benefit should cost you about $12-50 a year, per employee, although the smaller a business is the more they tend to pay, per employee.
The Consolidated Omnibus Budget Reconciliation Act (COBRA) allows employees to continue group health benefits for a limited time under some circumstances. Qualifying circumstances include voluntary or involuntary job loss, reduction in work hours, transition between jobs, death, divorce, and other life events.
Under most circumstances, EAPs may not release an employee’s information to the employer without signed consent. Employers may receive generalized reports regarding EAP services used and types of problems addressed, as long as individual employee information is not disclosed. When an employee receives mandatory counseling due to disciplinary issues, supervisors may receive updates on the employee’s progress and whether they have attended all required sessions.