The document describes an employee assistance program (EAP) that provides voluntary and confidential counseling services to employees experiencing personal problems that impact their work. The EAP is coordinated by occupational health sisters and offers short-term counseling as well as referrals to community resources. All employees can access EAP services, which are intended to help employees and be confidential, with information only shared between the employee and EAP coordinators.
Employee Assistance Program EAP tools and resources catalog. EAP Training is difficult to find, but for over 20 years, EAPtools.com (now WorkExcel.com) has offered a growing list of Employee Assistance Program topics that you find above to help your EAP train employees, supervisors, and family members, and do so with brandable and editable materials that will help you protect your program while also reducing risk to the host organizations you serve. The valuable feature with WorkExcel.com's EAP training is your ability to brand the product with your logo for a more professional and original look. All training for EAP topics come in PowerPoint with sound, DVD, Web course for uploading to your web site, and Video in any format. If you are outside the USA and you direct employee assistance programme training, then you will find these topics perfectly suited for your purposes. We now about 60 topics but your long term goal is 500 topics. Your EAP program for employees will also be more financially valuable to purchasers with these topics in place because they prove that your services are "value-added" products that reduce risk. Frankly, it has been our opinion that a discount for property-causalty insurance should be requested for training employees in these EAP topics. Every employee counseling program can benefit from both supervisor training and employee training. You want to stay engaged with employees and workers. If you do not, your EAP utilization rate will suffer. When this happens, management starts thinking about contracting out the EAP for cheap. Don't let this happen to you. An (EAP) Employee Assistance program is only as good as its reach, utilization, and ability to gain supervisor referrals of the most difficult employees. Employees assistance program education supports the visibility of an organization's primary helping resource for stress management and resolving personal problems of employees. All employee assistance program services need outreach programs on a large variety of topics, and they need to trust this outreach technique and not expect any referrals as a result of training, but instead an increase in the number of employees referred to for personable problems as visibility become more top of mind among those in the workforce. Work-life assistance program will also benefit from the EAP training offered by WorkExcel.com.
"An EAP, or employee assistance program, is a confidential, short term, counselling service for employees with personal problems that affect their work performance."
Employee Assistance Program EAP tools and resources catalog. EAP Training is difficult to find, but for over 20 years, EAPtools.com (now WorkExcel.com) has offered a growing list of Employee Assistance Program topics that you find above to help your EAP train employees, supervisors, and family members, and do so with brandable and editable materials that will help you protect your program while also reducing risk to the host organizations you serve. The valuable feature with WorkExcel.com's EAP training is your ability to brand the product with your logo for a more professional and original look. All training for EAP topics come in PowerPoint with sound, DVD, Web course for uploading to your web site, and Video in any format. If you are outside the USA and you direct employee assistance programme training, then you will find these topics perfectly suited for your purposes. We now about 60 topics but your long term goal is 500 topics. Your EAP program for employees will also be more financially valuable to purchasers with these topics in place because they prove that your services are "value-added" products that reduce risk. Frankly, it has been our opinion that a discount for property-causalty insurance should be requested for training employees in these EAP topics. Every employee counseling program can benefit from both supervisor training and employee training. You want to stay engaged with employees and workers. If you do not, your EAP utilization rate will suffer. When this happens, management starts thinking about contracting out the EAP for cheap. Don't let this happen to you. An (EAP) Employee Assistance program is only as good as its reach, utilization, and ability to gain supervisor referrals of the most difficult employees. Employees assistance program education supports the visibility of an organization's primary helping resource for stress management and resolving personal problems of employees. All employee assistance program services need outreach programs on a large variety of topics, and they need to trust this outreach technique and not expect any referrals as a result of training, but instead an increase in the number of employees referred to for personable problems as visibility become more top of mind among those in the workforce. Work-life assistance program will also benefit from the EAP training offered by WorkExcel.com.
"An EAP, or employee assistance program, is a confidential, short term, counselling service for employees with personal problems that affect their work performance."
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.
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
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.
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 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.
A presentation geared towards HR professionals, business owners, executives, and employees who are interested in creating a Workplace Wellness program into their Corporate Culture. Learn the benefits of corporate wellness programs and see some statistical evidence proving how they benefit the bottom line, just as much as employee moral. This presentation was created by Kara-Lee Burke, Corporate Wellness Consultant & Yoga Enthusiast. Contact Kara-Lee Burke to assist your Corporate Culture increase Happiness, Health, and Productivity
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.
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
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.
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 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.
A presentation geared towards HR professionals, business owners, executives, and employees who are interested in creating a Workplace Wellness program into their Corporate Culture. Learn the benefits of corporate wellness programs and see some statistical evidence proving how they benefit the bottom line, just as much as employee moral. This presentation was created by Kara-Lee Burke, Corporate Wellness Consultant & Yoga Enthusiast. Contact Kara-Lee Burke to assist your Corporate Culture increase Happiness, Health, and Productivity
Medicare and Medicaid In-Patient service' s provided within Nursing Homes for the Mental disabled. These service;s are avaliable through out the United States in every State.Contact us for more information?
SLaM & patient opinion presentation 28 sept 2011Patient Opinion
Presentation by Patrick Gillespie, Service Director and Joint Leader Psychosis Clinical Academic Group at South London and Maudsley NHS Foundation Trust.
Patrick talks about the importance of online feedback and SLaM's current work with Patient Opinion
2. CONTENTS
What is Employee Assistance Programme?
Some Typical Reasons People Use the EAP
Who will I talk to?
What Services Are Offered?
Policy & Procedure
Site Management
Role Of OHC
Structure
Local Team
3. What is EAP?
Is a voluntary and confidential assessment,
Short-term counselling and
Referral services for employees who are
experiencing personal problems.
These problems may be impacting on their
quality of life & work and are in need of the
services.
4. Typical Reasons People Use
the EAP
Alcohol and/or drug abuse?
Emotional problems
Marital and/or family conflict
Compulsive gambling
Stress and health problems
Financial difficulties
Grieving
Aging or ailing family members
Other personal matters
5. Who will I Talk To?
Call the EAP Co-ordinator (OH Sister).
The OH Sister is caring, experienced, knowledgeable
in counselling and has been selected for their
commitment to treat everyone with sensitivity,
respect and concern.
6. What Services Are Offered
The EAP Co-ordinator will conduct an individual
Assessment and work with you to develop a plan
to address your concerns.
The plan may include short term counselling
through the EAP and/or referral to appropriate
community resources.
7. What Services Are Offered?
Short-term Counselling:
EAP Co-ordinators will provide short-term counselling
services when appropriate.
If it is determined that the presenting issue(s) will
require a longer timeframe to resolve or would be best
addressed by a resource outside the EAP, a referral will
be recommended.
8. What Services Are Offered?
Follow Up:
The EAP Co-ordinator will follow up to ensure you are
satisfied with the referral and that any additional needs
that may arise are met.
9. Payment of Costs
Non-medical Aid employees are entitled to
EAP services as part of the Company’s medical
services.
Medical Aid Employees are expected to utilise
their Medical Aid in the first instance, but
limited assistance may be offered after due
consideration by the HR Manager in
consultation with the Company Medical Doctor.
Internal advisory services by the Occupational
Health Clinic is free to all employees.
10. Policy & Procedure
Confidentiality
Eligible Members
Disclosure & Usage of Services
Professional Services
How to access the EAP
Payment of costs
Time off work
Network of professional services & facilities
Referral Procedure
11. Confidentiality
The principle of confidentiality is central to the EAP.
The information pertaining to employees is privy to
those employees, their line managers and supervisors
where applicable and their therapists only.
No information will be divulged to a manager, except
in the case of a formal referral where it is conditional
that information regarding attendance and progress
shall be forwarded to the manager concerned.
13. Disclosure & Use Of Service:
Employees are encouraged to use the service and as
such will not be victimised or discriminated against for
making use of the EAP service.
In addition career prospects or advancement will not be
jeopardised for making use of the EAP services.
14. Professional Services:
The Occupational Health Sister at each Centre will
provide a professional EAP service on site.(Where there
is no Clinic the HR Manager will fulfil this role)
All Line Managers and supervisors will be trained in EAP
guidelines and purposes.
Only trained counsellors and therapists will e utilised
when required.
15. How to access the EAP
There are three ways to access EAP:
Self Referral: Employees can access EAP on their own by
calling the EAP Co-ordinator directly.
Informal Referral: Employee is referred by family
members/friends/colleagues/line mangers/supervisors/union
rep/medical personnel.
Formal Referral: Employee is referred through poor work
performance, absenteeism, misconduct and disciplinary
procedures.
With regard to Formal Referral, the Supervisor/Manager will
consult with the Human Resources Manager before making the
formal referral.
All other referrals must be made directly to the EAP Co-
ordinator in the first instance.
16. Payment of costs:
Non-medical Aid employees are entitled to
EAP services as part of the Company’s
medical services.
Medical Aid Employees are expected to
utilise their Medical Aid in the first
instance, but limited assistance may be
offered after due consideration by the HR
Manager in consultation with the Company
Medical Doctor.
17. Time-Off Work:
Employees are allowed to attend EAP during working
hours and without loss of income.
Employees undergoing rehabilitation or other treatment
are expected to utilise firstly sick leave, then annual
leave and finally unpaid leave if necessary.
18. Network of Professional Services &
Facilities
Local Area: Family & Child Welfare Society, Community
Health Centre, AA & private practitioners.
Regional Area: State Hospitals, SANCA Treatment &
Rehabilitation Centres & private practitioners.
Other: Mental Health, Gamblers Anonymous, Alanon,
FAMSA,Child Line, Lifeline, Aids help line, Depression
Society, Department Of Social Welfare, Divorce Court,
Family Court, Maintenance Court and private practitioners.
(Information available from the OH Clinic)
19. Referral Procedure: External
Networks:
Medical Aid Employees may attend a therapist or
institution of their choice and may make their own
arrangements.
Non-Medical Aid employees will be referred via the
Occupational Health Sister at each Centre’s Occupational
Health Clinic.
Where there are no Occupational Health Clinics the HR
Manager will facilitate the process.
20. Site Management Of
Programme
HR
•Ensure EAP is in place
•Admin. Support
•Assist OHC with EAP
initiatives
•Advisory to Line &
employees
LINE
• Referral Agents
• Advice employees
how to access EAP
• Consult EAP
• Consult HR
Employees
Voluntary
• Self-Referrall
• Informal Referral
• Formal Referral
21. Role Of The OHC:
Internal Advisory Service
EAP Co-ordinator
First point of call for all referrals
Handle all external referrals e.g. Social Worker
Promote Wellness Days/ EAP initiatives
Provide information on healthy lifestyles
EAP does not replace Disciplinary
Procedures