1. business and industrial
2. business operations
3. human resources

EAP & Work-Life Services:
Partners in Overall Wellness
Doug Wenrich
March 25, 2015
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Objectives
To demonstrate how your EAP and Work-Life program can:
1.
Assist you and your Company in efforts to help employees attain and
sustain life-long well-being
2.
Provide client companies with support and solutions in assisting
employees and their household members to function at their very best
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Accessing services
Free and confidential assistance is available
24 hours a day, seven days a week,
with one toll-free number
EAP
Work-Life
Legal &
Financial
LifeCoaching
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What is EAP?
•
Short-term in-person, telephonic, and/or video-based counseling:
For issues such as relationships, workplace challenges, grief and loss,
parenting, alcohol and/or drug abuse, and many other concerns
•
Assessment and referral for longer-term issues
•
Along with Work-Life, your EAP offers:
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Educational materials and website
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Confidentiality*
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Services at no cost to you and your
household members
–
Referrals to your other benefits
as appropriate
*Unless disclosure is required by applicable state or federal law.
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What is Work-Life?
Work-Life offers research and referrals for services and resources that help with
childcare, adult care, and everyday needs, like education, adoption, moving,
home repairs, pet care, travel, etc.
When you call, a Work-Life specialist:
•
Assesses your needs
•
Provides appropriate guidance
Researches service providers that match
your needs
• Sends packet with referrals and
educational materials
•
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Legal and Financial services
•
Free 30-minute consultations with attorneys and financial
professionals, with 25 percent off additional legal and tax preparation
services, if needed
•
Covered issues* include credit and debt,
divorce, child custody, tax issues, adoption,
landlord-tenant disputes, wills and trusts,
estate planning, real estate, ID theft, etc.
•
Online tools such as wills, calculators,
and more
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Privacy and confidentiality
•
EAP professionals are bound by confidentiality laws and
professional ethics
•
Confidentiality exceptions:
–
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Serious threats to health or safety of self or others
Suspected child abuse
•
Services offered at off-site locations for more privacy
•
Personal information about you and your household members
remains confidential according to all applicable state
and federal laws, unless disclosure is required by such laws
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Critical Incident Response services
•
Proven strategy for reaching employees after crisis:
– Assistance communicating with employees
– Information about what to expect and how to access additional
support through EAP
– Individual or group counseling by Critical Incident Response
specialists
•
Can be coordinated as soon as two
hours after request is received.
However, most Critical Incident
responses occur after 24 to 72 hours,
which is often a more comfortable
time frame for employees
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Management consulting
•
Assistance and strategies to address employee issues such as:
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–
–
–
–
–
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Attitudes and behaviors that negatively affect productivity and/or
interpersonal interactions at work
Decreased ability to work effectively
Mental health issues or bizarre or inappropriate behaviors at work
Harassing behaviors or potential for workplace violence
Failed drug tests
Attendance or punctuality issues
Requests from employees for help with personal problems
•
Employee assessments, feedback, and referrals
•
Assistance for human resources professionals with determining
when to involve the EAP
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Self-Referral
Informal Referral
Formal
Management
Referral/Condition
of Employment
80% get to EAP/work-life this way
Recommended by supportive supervisor, co-worker,
family members . . . Provide the Bridge
Referred by HR/Supervisor . . . Performance or Conduct
v Dirty Drug/Alcohol Screen
v Unsafe . . . Not Fit for Duty
v Threat of Violence or Inappropriate Anger
v Sexual Harassment
v Attendance Issues
v Other Behavior that Violates Company Policy
EAP/work-life Does Not take the place of regular disciplinary process or HR policies
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Manager referral
•
•
•
•
•
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Provides an early response to poor performance
Supports performance improvement plans
Removes manager from role of counselor
Allows employee to work with an appropriate resource, the EAP
professional
Protects employee confidentiality
while performance is addressed
May help limit the organization’s
liability
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Manager referral process
Document negative
workplace behavior
Performance
Improvement Plan (PIP)
meeting with employee
Follow internal policies
and procedures
for next steps
Refer employee
to the EAP
Manager or HR calls
the EAP for consultation
Receive follow-up
information from EAP
if employee consents
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Documentation Checklist
DOCUMENT * DOCUMENT * DOCUMENT
Confidentiality
 Changes in Job Performance
(immediate or over time)
Be Specific
 Changes in Behavior
Be Objective
Just the Facts
(immediate or over time)
 Support Employee While Holding Them
Accountable
DOCUMENT * DOCUMENT * DOCUMENT
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Online services
•
Articles, webinars, videos, and podcasts
•
Financial calculators, self-assessments, quizzes, and legal forms
•
Guided custom searches for local EAP & Work-Life providers
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Online health and wellness information
Written by medical experts and reviewed by doctors
• Self-assessments, videos, disease and conditions fact sheets, and
navigator
• Smoking cessation, women’s health, and other health centers
• Medication interaction information
•
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LifeCoach
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Personalized, holistic program that can help employees identify and
achieve personal and professional goals:
– Career satisfaction
– Parenting
– Stress management
– Relationships
– Work-life balance
– And much more!
• LifeCoach is flexible and effective
– Set your own goals and timeline
– Connect by phone, email, and online chat
– Overcome challenges with scientifically proven
techniques
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Your EAP & Work-Life Connection
We’re here to help . . .
Assistance is available
24 hours a day
7 days a week
365 days a year
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