Employee Assistance Plans provide the means to improve employee morale, enhance productivity, and change lives, all for a fraction of the cost of most benefits. Let CG Hylton provide this to your population in Canada.
Evelyn Sparks, Acting VP of Professional Practice at The Royal shared her tips for returning to work after taking a leave to recover from a mental illness.
Employee Assistance Plans provide the means to improve employee morale, enhance productivity, and change lives, all for a fraction of the cost of most benefits. Let CG Hylton provide this to your population in Canada.
Evelyn Sparks, Acting VP of Professional Practice at The Royal shared her tips for returning to work after taking a leave to recover from a mental illness.
HR Insights, 17th Sept, Breathe Spaces - Mental Health in the WorkplaceJames Cheetham
Helen Jones' slides from Breathe Spaces (part of Platfform) covering the importance of monitoring mental health in the workplace and what signs to look out for.
Overcoming mental health and addictions within community and the workplace is not easy. Learn simple tools that community and workplace leaders can use to combat common mental health and addiction issues.
The line between EAP and staff is often very distinct, for reasons of confidentiality. This presentation provides options for staff, supervisors and management to greater strengthen EAP usage, while maintaining confidentiality.
Mental Health at Work: The Power of Supporting Mental Health at WorkLeague Inc.
Founder & Lead Innovator of Mental Health Innovations, Stéphane Grenier, discusses the importance of creating an inclusive mental health culture in the workplace, and what you can do to support your employees.
Workplace Health: The Pillars of Employee Wellness - Hosted by Lori CasselmanLeague Inc.
Establishing a culture of health within your organization begins with simple steps each day. In order to reap more significant returns, these efforts need to be diverse and comprehensive.
Presented by: Stephen Bevan, Centre for Workforce Effectiveness at The Work Foundation and Lancaster University
at OHSIG 2014, Friday 12/9/14, Plenary session, 9.00am
Sickness absence: The Benefits of Early InterventionExpedite HR
Joy Reymond of Unum delivered a valuable session on Mental Health and Sickness Absence and how early intervention can help the employee and the organisation, at the HRISCMeet Spring 2016.
Creating a positive Return on Investment with a corporate wellness program is a science. It is predictable, repeatable and duplicate-able. If you know what you are doing you can can create a 10 to 1 ROI but if you do not know what you are doing your wellness program can cost you hundreds of thousands of dollars in back-end profiteering from greedy health care providers.
This Return on Investment Study is a study of over 50 ROI white papers and reports from corporations the cross most industries. We put this together and will update it again in 2013 because no two corporations have the same populations, with the same health and wellness problems or with the same obstacles of creating a positive ROI. Therefore, we needed to study the studies in order to discover the commonalities between successful corporate wellness programs.
The secret to great ROI... Create sustainable behavioral change.
The dirty wellness industry secret... Out of network doctors who gain access to corporate employees through phony non-profits, health fair company fronts or simply taking advantage of good willed corporate nurses, HR or Benefits to gain access to high paying insurance networks.
You need to know what to do as well as what to avoid. In addition to this study here is a link to an article that describes this in much more detail:
http://www.healthfairsdirect.com/mktg/todays_economy_forces_corporations.pdf
Please reach out to me for more information and unbiased advice on how to create positive and provable ROI for your wellness program.
The C Suite, EAP and Organizational Mental HealthCG Hylton Inc.
How Managers Make a Difference in Organizational Health
EAP in the C Suite: Influencing Organizational Health.
The productivity of any organization is dependent on a number of factors: leadership, teamwork, engagement, morale, as well as employee well-being. The EAP, while concentrating on employee mental health and wellness, has the opportunity to link directly into adjacent areas. Why is it problematic? Not only do most organizations fear scrutiny, and change, but employees are mindful that the confidential EAP is there for the employees and their dependents, not so much the employer. They know the EAP is not a vehicle for rants or critiques of the organization, and above all else they are keen not to breach EAP confidentiality. So how does one square this circle?
Reaching beyond the traditional bounds of EAP requires imagination, courage, and a desire for change in organizational culture. Working closely with the Executive team or the Human Resource department, which is always committed to better engage staff and management, the EAP can provide certain baseline information to guide the engagement process. Without compromising confidentiality, the keystone of any EAP, the EAP can at intake or follow up, add in generic quality of workplace, engagement, and job satisfaction questions, where aggregated data to ensure confidentiality, would complement other data gathering processes.
In this way the EAP could serve as a thermometer of corporate health and wellness. Problematic areas could be defined in more detail with a larger employee sample, and further engagement processes with staff developed.
Through staff focus groups, interviews or other engagement sessions, the EAP could lead the charge about broadening the EAP from simply being a mental health and wellness program for employees to a broader mandate.
Traditional EAP clinical usage data, when married to organizational mental health data manifested in a myriad of files relating to critical incidents, lost time accidents, disability claims, prescription drug usage, employee satisfaction survey data, and other employer files, can yield a wealth of knowledge about how to improved employee and corporate health and wellness, along with the bottom line.
Health Employment - Short term sickness absence and dealing with a pandemic w...Browne Jacobson LLP
This session provides you with top tips and issues to consider when dealing with short term sickness absence Gemma Steele also looks at what you can do during a pandemic.
HR Insights, 17th Sept, Breathe Spaces - Mental Health in the WorkplaceJames Cheetham
Helen Jones' slides from Breathe Spaces (part of Platfform) covering the importance of monitoring mental health in the workplace and what signs to look out for.
Overcoming mental health and addictions within community and the workplace is not easy. Learn simple tools that community and workplace leaders can use to combat common mental health and addiction issues.
The line between EAP and staff is often very distinct, for reasons of confidentiality. This presentation provides options for staff, supervisors and management to greater strengthen EAP usage, while maintaining confidentiality.
Mental Health at Work: The Power of Supporting Mental Health at WorkLeague Inc.
Founder & Lead Innovator of Mental Health Innovations, Stéphane Grenier, discusses the importance of creating an inclusive mental health culture in the workplace, and what you can do to support your employees.
Workplace Health: The Pillars of Employee Wellness - Hosted by Lori CasselmanLeague Inc.
Establishing a culture of health within your organization begins with simple steps each day. In order to reap more significant returns, these efforts need to be diverse and comprehensive.
Presented by: Stephen Bevan, Centre for Workforce Effectiveness at The Work Foundation and Lancaster University
at OHSIG 2014, Friday 12/9/14, Plenary session, 9.00am
Sickness absence: The Benefits of Early InterventionExpedite HR
Joy Reymond of Unum delivered a valuable session on Mental Health and Sickness Absence and how early intervention can help the employee and the organisation, at the HRISCMeet Spring 2016.
Creating a positive Return on Investment with a corporate wellness program is a science. It is predictable, repeatable and duplicate-able. If you know what you are doing you can can create a 10 to 1 ROI but if you do not know what you are doing your wellness program can cost you hundreds of thousands of dollars in back-end profiteering from greedy health care providers.
This Return on Investment Study is a study of over 50 ROI white papers and reports from corporations the cross most industries. We put this together and will update it again in 2013 because no two corporations have the same populations, with the same health and wellness problems or with the same obstacles of creating a positive ROI. Therefore, we needed to study the studies in order to discover the commonalities between successful corporate wellness programs.
The secret to great ROI... Create sustainable behavioral change.
The dirty wellness industry secret... Out of network doctors who gain access to corporate employees through phony non-profits, health fair company fronts or simply taking advantage of good willed corporate nurses, HR or Benefits to gain access to high paying insurance networks.
You need to know what to do as well as what to avoid. In addition to this study here is a link to an article that describes this in much more detail:
http://www.healthfairsdirect.com/mktg/todays_economy_forces_corporations.pdf
Please reach out to me for more information and unbiased advice on how to create positive and provable ROI for your wellness program.
The C Suite, EAP and Organizational Mental HealthCG Hylton Inc.
How Managers Make a Difference in Organizational Health
EAP in the C Suite: Influencing Organizational Health.
The productivity of any organization is dependent on a number of factors: leadership, teamwork, engagement, morale, as well as employee well-being. The EAP, while concentrating on employee mental health and wellness, has the opportunity to link directly into adjacent areas. Why is it problematic? Not only do most organizations fear scrutiny, and change, but employees are mindful that the confidential EAP is there for the employees and their dependents, not so much the employer. They know the EAP is not a vehicle for rants or critiques of the organization, and above all else they are keen not to breach EAP confidentiality. So how does one square this circle?
Reaching beyond the traditional bounds of EAP requires imagination, courage, and a desire for change in organizational culture. Working closely with the Executive team or the Human Resource department, which is always committed to better engage staff and management, the EAP can provide certain baseline information to guide the engagement process. Without compromising confidentiality, the keystone of any EAP, the EAP can at intake or follow up, add in generic quality of workplace, engagement, and job satisfaction questions, where aggregated data to ensure confidentiality, would complement other data gathering processes.
In this way the EAP could serve as a thermometer of corporate health and wellness. Problematic areas could be defined in more detail with a larger employee sample, and further engagement processes with staff developed.
Through staff focus groups, interviews or other engagement sessions, the EAP could lead the charge about broadening the EAP from simply being a mental health and wellness program for employees to a broader mandate.
Traditional EAP clinical usage data, when married to organizational mental health data manifested in a myriad of files relating to critical incidents, lost time accidents, disability claims, prescription drug usage, employee satisfaction survey data, and other employer files, can yield a wealth of knowledge about how to improved employee and corporate health and wellness, along with the bottom line.
Health Employment - Short term sickness absence and dealing with a pandemic w...Browne Jacobson LLP
This session provides you with top tips and issues to consider when dealing with short term sickness absence Gemma Steele also looks at what you can do during a pandemic.
Report of the 42nd meeting of the CEOS (Committee for Earth Observation Satellites) Working Group on Information Systems and Services (WGISS), hosted by the European Space Agency, ESRIN, in Frascati, Italy, 19-22 September 2016
The CECL Workshop Series Part I: Crafting Your Implementation PlanLibby Bierman
The FASB’s CECL guidance is expected to be released in the first half of 2016. Implementation will be required in 2019 or 2020, but it is imperative to start readying a plan now. You know the basics of CECL, now learn actionable ways to prepare your institution. In Part I of this webinar series, professionals from Sageworks and CliftonLarsonAllen provided the latest information, factors your institution should consider when crafting a CECL implementation plan, example timelines for CECL implementation planning, important data components, how to future-proof your ALLL and the pitfalls of repurposing historical loss calculations for CECL.
Commercial Real Estate Appraisal: How lenders can improve their CRE appraisal...Libby Bierman
Over the past 5 years the appraisal environment has seen many changes that have caused uncertainty and confusion. Despite the positive economic environment, the appraisal management and review process is still causing issues for financial institutions of all sizes. Sageworks has invited appraisal review and valuation management experts from MountainSeed to discuss the most common issues for lenders today.
Wellbeing- Employee Assistance Program (EAP) has been designed as per the Indian Conditions and is scientifically proven program. Managed by professionals and qualified SME ensuring 100% outcome
Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Accpac to QuickBooks Conversion Navigating the Transition with Online Account...PaulBryant58
This article provides a comprehensive guide on how to
effectively manage the convert Accpac to QuickBooks , with a particular focus on utilizing online accounting services to streamline the process.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
Hello and welcome to the Employee Orientation for your Employee Assistance Program, provided by Business Health Services.
Who is Business Health Services? We are a national Employee Assistance Program, headquartered in Baltimore. BHS specializes in offering workplace wellness solutions which are not limited to Employee Assistance Programs. We offer Employee Assistance, Employee Wellness, Workplace Trainings, Organizational Development and Crisis management.We are contracted by employers to provide first-rate services to their employees and management teams on a variety of issues that affect employees and employers in the workplace or impact work performance.
The employee assistance program is a resource to help people who are dealing with difficult situations. Since we all hit rough patches just by living our lives, the EAP can help. If you are married, you probably have had some marital conflict at one time or anther. If you have children, they can often have challenging phases. You may have financial responsibilities that become overwhelming.The EAP is focused on addressing the everyday “bumps in the road”. When personal or work problems get overly stressful they may cause work performance to decline. Your company offers the EAP as a free resources to alleviate this stress and get you back on track.
Now you might be wondering why your employer would be willing to offer this benefit free to you? Well the benefits are not only felt by the employee using the EAP but also the employer.When employees are healthy and focused, they are more productive. This, in turn, means the company overall is more productive. On one hand, employees are offered 24/7 access to qualified professionals who can assist them in problem identification and resolution. On the other, employers have employees who are able to do their jobs at the height of their ability. By providing a resource to address stress, employers are able to reduce some healthcare costs and the cost associated with absenteeism. Additionally, when you have a fully functioning team, morale is boosted.Overall, it is a win-win benefit!
When you call, you will be connected with a Care Coordinator who will serve as your guide throughout the EAP process. This person is a Master’s level clinician. Your Care Coordinator will conduct an assessment to determine which EAP services will best meet your needs. They will then work with you to link you to these services and services beyond the scope of EAP if deemed necessary. Your Care Coordinator will follow-up through out the duration of your case to ensure you continue to feel supported and are provided new information as your case evolves.Open communication throughout the duration of your case is essential to ensure your optimal satisfaction with the EAP process. Please let the care coordinator know if you have any questions or concerns.
If you have never used the EAP before, you may be wondering what happens when at the initial session. You will go to the office of the clinician that the care coordinator has helped you to obtain an appointment. During the first session, an in-depth assessment will be completed by the EAP Professional. With the help of the EAP Professional, you will create a plan to resolve or improve the stressful situation. The resolution may include short-term consultation through the EAP, a combination of EAP benefits or referral to alternative resources in the community.Despite the steps, you will have your Care Coordinator and clinician to help you carry out your plan of resolution.
Privacy and Confidentiality are HIGHLY valued. Your personal information will never be released to ANYONE without your written consent or requirement by law. This applies to any benefit you access through the EAP including personal consultation, work-life benefits or management consultation. All of BHS professionals are bound by state and federal laws prohibiting breeches in confidentiality. However, professionals are required by law to report if a person is a danger to themselves or others, instances of child or elder abuse and any threats to national security. These are situations where the professional must disclose the concerns to ensure the safety of people involved. This is why we have clinical professional s answering the phones so that they can determine the true intent of what the caller is saying.
You can also reach us on the web at www.bhsonline.com. You will need to log in using the company name listed in your Premier Newsletter. User names are not case sensitive. If you forget your username, simply call the toll-free number and a care coordinator will be happy to offer you this information again.
The enhanced website offers a wide variety of informational articles, online videos, resources and assessment tools. This website is a great place to begin gathering information and researching some of life’s toughest challenges. There are tips and articles on Adoption, Gambling, Smoking Cessation, Weight loss, Buying a new car or home, etc…
Moving forward, we will focus specifically on the resources and tools available to you as a supervisor.A supervisor can expect to spend up to 4 or 5 times more energy managing a troubled employee than that of a non-troubled employee. This, in turn, can cause frustration and loss of productivity. Our goal is to educate the audience of supervisors about how to use the EAP as a management tool when these situations occur. Dealing with these situations is not easy, however, with the right approach and intervention, employees have the opportunity to return to previous levels of performance.
Use this activity to promote discussion on how EAP can be resourceful in skill building for supervisors.Review info covered in this training (ie do’s/don’t, coaching elements, etc). Think of a supervisor that was a positive influence on you. What about them made you think they were a “great supervisor”. What are negative aspectsNow that we have positive’s and negatives, what are you doing? Are you micromanaging? Do you have an open door policy?For last 2 boxes: Think about that, how have your past experiences shaped how you supervisor others. Now how can you make changes your management style to enhance morale?
Now you might be wondering why your employer would be willing to offer this benefit free to you? Well the benefits are not only felt by the employee using the EAP but also the employer.When employees are healthy and focused, they are more productive. This, in turn, means the company overall is more productive. On one hand, employees are offered 24/7 access to qualified professionals who can assist them in problem identification and resolution. On the other, employers have employees who are able to do their jobs at the height of their ability. By providing a resource to address stress, employers are able to reduce some healthcare costs and the cost associated with absenteeism. Additionally, when you have a fully functioning team, morale is boosted.Overall, it is a win-win benefit!
If you find that you would like to refer the employee to the EAP for a performance issues there are 4 different types of referrals and each will be reviewed.
The first is a self-referral. Most of the calls BHS receives falls into this category. This is when an employee knows the EAP is an available resource, recognizes they may need some support and calls in on their own.This process is completely private and confidential. As a supervisor, you will not be informed that an employee accessed the EAP.
An informal supervisory referral is used when a supervisor notices a change in an employee’s performance or attitude and encourages the employee to consult the EAP for help. The supervisor does this by: (read the bullets)
A formal referral is used when it is clear the an employee’s performance is deteriorating and you have already attempted to make an informal referral.Appropriate reasons for a formal referral would include attendance, decline in performance and behaviors that are disruptive to the work environment.In this process it would be made clear to the employee that the EAP is being offered as a resource to assist them in improving the identified issue. In a formal referral, the employee will be asked to sign a release of information so that the EAP can provide compliance reporting back to the supervisor including dates/times of appointments and verification of employee’s attendance. No personal information will be shared with the supervisor. Additionally, the EAP will be seeking work performance feedback from the supervisor to monitor progress.All issues believed to be a formal referral must be reviewed by the Human Resources department before the actual referral occurs.Examples:Absenteeism/tardiness/extended breaksDecline in work performance – missed deadlines, increased errors in work, incomplete tasks Behaviors that disrupt the workplace– inappropriate office etiquette, hygiene concerns, inappropriate attitude, challenged communication
A mandatory referral is typically only used when the alternative is termination. This would include serious breeches of workplace policies such as drug-free workplace, sexual harassment or violence in the workplace. An additional reason an employee may receive a mandatory referral is for a chronic work performance issue that has not improved with interventions. A mandatory referral also seeks a release of information for the EAP to communicate with the supervisor.One of the major deciding factors of using a mandatory referral is determining if the employee’s job status will change if the employee fails to use the EAP or follow the recommendations. If the answer to that question is that the employee will be terminated/demoted than a mandatory referral is appropriate.The use of the word “mandatory” does not give management additional power by using this referral. Any participation in the EAP by an employee is voluntary as it is a tool for performance improvement. Mandatory referrals are not appropriate if the employee is not at a point where their job is imminently at risk. However, if an employee does not comply, after consultation with Human Resource, it may be appropriate to continue with the next step of disciplinary action up to an including termination. All issues believed to be a mandatory referral must be reviewed by the Human Resources department before the actual referral occurs.
A few points that are important to reiterate are: EAP referrals are a resource (even mandatory referrals) for employees and supervisors. Referrals to the EAP are a way for the company to intervene before initial or continued disciplinary action occurs.The choice to utilize the EAP is completely up to the employee. However, failure to utilize this valuable resource may result in the employee moving to the next step in the disciplinary process.Both Formal and Mandatory referrals require a release of information to report compliance/treatment recommendations to the employer. The information provided is meant to assist the supervisor/manager in continuing to manage work performance. This means that, no in-depth clinical information is provided.
By using this 5-step process, every referral you make to the EAP will be productive. Observe: When you are thinking about the observations you make of your employees, the key word is “pattern.” Everyone may have an off day which is neither a concern or a pattern. It is when for example, an employee starts showing up late every Monday over the course of a several weeks.Document: Documenting your observations may be the most important step throughout this entire process. There are multiple reasons why. First, our memories do not serve us as well as we like to believe. By documenting your observations, it is much easier to identify an issue and begin to address the concern before it evolves into a much larger issue. Second, it makes any conversations with an employee easier. With concrete information, it is more difficult for your employee to argue and sway you from discussing the issue at hand. Clear and concise documentation is essential if additional. action needs to be taken by your Human Resources Dept.:Addressing work performance issues and making a referral to the EAP can create some anxiety. If you are making a referral for the first time it is important to be prepared with all the necessary information. Additionally, it is helpful to prepare yourself for the employee’s response.Have all of your documentation available, reviewing the concern with your Human Resources Department and ensuring you understand the policy that is being breached can make the difference between a productive meeting and miscommunication. Be prepared to respond to the employee’s reaction whether it be anger, tears or attempting to deter your attention from their performance. Be prepared with instructions to provide the employee regarding accessing the EAP, The EAP works in conjunction with your HR Dept and DOES NOT dictate or override your organization’s HR policies.Preparation
Now you might be wondering why your employer would be willing to offer this benefit free to you? Well the benefits are not only felt by the employee using the EAP but also the employer.When employees are healthy and focused, they are more productive. This, in turn, means the company overall is more productive. On one hand, employees are offered 24/7 access to qualified professionals who can assist them in problem identification and resolution. On the other, employers have employees who are able to do their jobs at the height of their ability. By providing a resource to address stress, employers are able to reduce some healthcare costs and the cost associated with absenteeism. Additionally, when you have a fully functioning team, morale is boosted.Overall, it is a win-win benefit!
Now you might be wondering why your employer would be willing to offer this benefit free to you? Well the benefits are not only felt by the employee using the EAP but also the employer.When employees are healthy and focused, they are more productive. This, in turn, means the company overall is more productive. On one hand, employees are offered 24/7 access to qualified professionals who can assist them in problem identification and resolution. On the other, employers have employees who are able to do their jobs at the height of their ability. By providing a resource to address stress, employers are able to reduce some healthcare costs and the cost associated with absenteeism. Additionally, when you have a fully functioning team, morale is boosted.Overall, it is a win-win benefit!