EAP actions & options

Article Abstract:

Employee assistance programs (EAPs) offer information, counseling, and referral service to employees struggling with personal problems such as alcoholism, drug addiction, child care, and debt. Studies indicate that such troubled employees with consequently lower productivity represent 18% of a given workforce. EAPs are based on one of four basic models: in-house, out-of-house, consortium, and affiliate. In-house EAPs are cost-effective and permit increased control, while out-of-house EAPs offer enhanced accountability and reduced legal liability. Disadvantages of the other options are the complex nature of consortium services and the poor accountability of affiliate EAPs. All programs should be subjected to evaluation by cost-benefit analysis, cost-effectiveness analysis or peer review.

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Coping with a co-worker's suicide

Article Abstract:

Qualified employee assistance program (EAP) counselors using a triage approach can successfully intervene in the crisis caused by the suicide of a co-worker and treat the needs of grieving employees. Using the triage approach, EAP specialists first counsel individuals who were part of the deceased worker's immediate work group. Counselors then treat other employees who had worked closely with the deceased. Finally, the counselors schedule an open forum for remaining employees to discuss the suicide. The stages involved in dealing with a death include shock, where employees can express themselves by violent outbursts, dazed withdrawal, or denial; anger, where worker's feelings are often displaced toward others; and finally acceptance of the death.

Employee counseling

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Diagnose alcoholism

Article Abstract:

Human resources professionals who must determine whether employees may have problems with alcohol can find it difficult to address the problem of alcoholism because there are no concrete assessment criteria to give definitive answers as to whether someone is an alcoholic. However, it is possible to ask individuals a series of questions which can help the HR professional determine where an employee is in the progression of alcoholism. Questions address issues such as when an employee first started drinking, how often an employee drinks, and how much an employee drinks. If alcoholism is diagnosed, employees should be offered a variety of options, including: outpatient treatment, stopping on their own, or residential treatment.

Alcoholism

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