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Employee Assistance Programs (EAP)

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Ivana Loncar

on 5 March 2014

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Transcript of Employee Assistance Programs (EAP)

Ontario Provincial Police
Employee Assistance Programs (EAP)
EAP Services May Include...
24-hour crisis and referral centres
Counseling services
Advisory services
Retirement/lay-off assistance
Health and wellness promotion

What Makes EAP Successful?
By keeping employee confidentiality.
By making EAP available to both employees and their immediate family.
Having the organization and all employees recognize the benefits and importance of EAP.
Employer encouraging employees to take advantage of EAP.
Managers and employees need to be trained on the benefits EAP provide.
EAP programs need to be evaluated to ensure the needs of the employer and the employees are being met.
History of EAP
EAP first originated in the mid 1900’s.
Was first introduced as a means to prevent and reduce substance and alcohol abuse within the workplace.
This idea became prevalent at the end of World War II when individuals were dealing with the aftermath of the war, and associated Post Traumatic Stress Disorders.
EAP have since evolved to incorporate a variety of support systems and optional resources for employees and their families.
Employee Assistance Programs are continually revisited and revised. Their primary goal is to benefit each employee, their family, and their specific needs.
What Personal Issues Do EAP Deal With?
Relationship issues
Divorce
Parenting
Elder-care/care-giving
Childcare
Daycare
Harassment
Substance abuse
Drugs and alcohol
Mental health referrals
Separation and loss
Balancing work and family
Financial or legal issues
Family violence

What Organizational Issues Do EAP Deal With?
Job stress
Bringing attention to workplace violence which could involve bullying or harassment within the workplace
Guidance on communicating in stressful workplace situations (i.e. Mergers, layoffs, or deaths in the workplace)
Absence management
Meeting needs of specific workers (i.e. Returning veterans)
Retirement assistance
Different Types of EAP
Internal/In-House Programs:
Work on site with employees.
Fixed-Fee Contracts:
An external EAP service provider is used, and the employer pays a flat fee regardless of how many employees use the service.
Fee-for-Service Contracts:
Pay per use.
Consortia:
Group of smaller employers work together to lower costs per employee.
Peer-Based Programs:
A trained peer or co-worker provides EAP education assistance.
Employer Objectives in Providing EAP
EAP are proactive employee benefit programs made available by employers in order to assist employees with various issues that they may be going through both in the workplace, and outside of the workplace.

The purpose of providing EAP is to create resolutions to problems that negatively impact work. EAP provide a wide range of services, in addition to referrals for more specific problems.
What are EAP?
Improved productivity:
By being proactive employers can reduce employee absenteeism, and increase retention.
Reduced company costs:
Aims to reduce employee issues that may have a negative impact on work, which therefore, decreases financial loss to a company.
Third party assistance:
HR staff gain a new valuable resource for addressing challenging employee issues.
Increased morale and workplace harmony:
Improves loyalty as employees will feel valued in an organization when their needs are being met through work-life balance initiatives, as EAP are offered to employees and their families.
Satisfying Employee Needs With EAP
EAP provide employees with resources that help them resolve issues that they find difficult, and that they may not otherwise be able to resolve on their own, or be able to afford.
Through the use of EAP, they are able to balance all aspects of their daily life including work life, social life, and family life.
Who Benefits From EAP?
“EAP are unique in that they provide services to individual employees and family members and to the employer/work organization as a whole”
("Employee assistance programs," n.d.)
EAP are distributed on a basis similar to any related benefits package. The authority of the distribution of EAP is at the employers discretion as to choose which employees qualify for the benefit.
Employees who have personal issues would be more attracted to use EAP, in comparison to those who are not comfortable with sharing their issues.
Employers are increasingly trying to encourage youth (Millennials) to utilize EAP.
Employers are tapping into more youth-friendly approaches and media outlets.
In order to make EAP more accessible to all employees, EAP is increasingly being offered online.
Information library.
Live chat support groups.
Recent Trends in EAP
The programs are free of cost to employees.
However, some employers only pre-pay a set number of counseling sessions.
Is a small cost for a big advantage.
Employees are an organization's competitive advantage, so it is important to invest in them.
Cost Implications
Tax Implications
Usually with EAP, there are no tax implications however, there is an exception with recreational facilities.
If an employer subsidizes the partial cost of a membership, then employees are entitled to a taxable benefit if they choose to use the service.
However, if membership arrangements are made through an employer like any other EAP, whether they are in-house, or through an external facility provider, all employees are able to use these services, but the employees do not have a tax benefit because it is arranged by the employer.
For example, Canadian Tire offers its employees a membership to GoodLife Fitness, at a fraction of the cost, so these employees are not entitled to a taxable benefit.
EAP in Action
City of Mississauga
External
service provider Shepell-fgi
Free, confidential, and professional
Available 24/7

Internal EAP Include:
Critical Incident Stress Response and Trauma Teams, Peer Assistance Resource Teams

Supports Issues Like:
Health and well-being
Family issues
Work issues
Financial issues

Eligibility:
Active members
Members on leave
Retired members
Dependents including, spouse, child, individual living with the employee under their legal guardianship
All family members living in the same residence as the employee
EAP in Action

The City of Mississauga uses the
external
provider Shepell-fgi
Ensures confidentiality and anonymity for all employees, and is available 24/7

EAP Services Include:
Counseling
Telephone
In person and on-line through e-counseling
Live chat and video counseling

Eligible To:
All permanent full-time employees and their dependents

Supports Issues Like:
Personal well-being
Family issues
Work issues
Financial issues

References:
Attridge, M., et al. (2010).
The business value of EAP: A conceptual model.
Retrieved
February 27, 2014, from: http://www.easna.org/documents/EASNAResearchNotesNo10ValueModelMAY2010102209.pdf.

Canada Revenue Agency. (n.d.).
Employers' guide: Taxable benefits and allowances.

Retrieved February 27, 2014 from: http://www.cra-arc.gc.ca/E/pub/tg/t4130/t4130-13e.pdf.

Canadian Centre for Occupational Health and Safety. (2009).
Employee assistance
programs (EAP).
Retrieved February 27, 2014 from: http://www.ccohs.ca/oshanswers/hsprograms/eap.html.

Centura Health. (2014).
Why provide one to your employees?
Retrieved February 27,
2014 from: http://www.profileeap.org/why-should-you-provide-an-eap.

City of Mississauga Intranet. Retrieved February 27, 2014 from:
http://inside.mississauga.ca/mycitycareer/MyBenefits/EAP/Pages/default.aspx.

CompDrug Inc. (2008).
Employer tip sheet #8: Employee assistance programs.

Retrieved February 27, 2014 from: http://www.compdrug.org/tipsheet8.htm.

Expanding EAP services online: 11 ways to get the most out of internet opportunities.
(2003). Retrieved February 27, 2014 from: http://www.wellnessjunction.com/members/eapways.htm.

Health Canada. (2012).
Employee assistance program (EAP).
Retrieved from February
27, 2014 from: http://www.hc-sc.gc.ca/ewh-semt/occup-travail/empl/eap-pae-eng.php.




References Continued:
Kleiman, Lawrence S. (2000).
Human resource management: Employee assistance
programs.
2nd ed. Cincinnati: South –Western College Publishing. Retrieved February 27, 2014 from: http://www.referenceforbusiness.com/management/Em-Exp/Employee-Assistance-Programs.html.

LICADD. (2013). Open arms:
Employee assistance programs.
Retrieved February 27,
2014 from: http://openarmseap.com/for-employers/why-eap/.

Manulife. (n.d.)
A brief history of the employee assistance program.
Retrieved
February 27, 2014 from: http://groupbenefits.manulife.com/Canada/GB_v2.nsf/LookupFiles/EBNQ305EAPHistory/$File/EAPHistory.htm.

Ontario Provincial Police. (n.d.).
Employee assistance program: Questions and
answers.
Retrieved February 27, 2014 from: http://www.opp.ca/ecms/files/273157655.4.pdf.

Ontario Provincial Police. (n.d.).
Employee assistance program: Tips for coping after
a critical incident.
Retrieved February 27, 2014 from: http://www.opp.ca/ecms/files/273157659.2.pdf.

Power Brand Graphics. (2014).
Directions: employee assistance program, LLC.
Retrieved February 27, 2014 from: http://directionseap.com/employers/why-have-an-eap/.

Rouse, M. (2007).
Employee assistance program (EAP).
Retrieved February 27,
2014 from: http://searchcio.techtarget.com/definition/employee-assistance-program.


References Continued:
Trends and perspectives on EAP: Integrating EAP and wellness programs the viewpoints
of consultants, purchasers, and EAP professionals.
(2012). Retrieved February 27, 2014 from: http://www.easna.org/wp-content/uploads/2010/08/Trends-and-Perspectives-on-EAP.pdf.

U.S. Department of Labor. (n.d.).
Employee assistance programs for a new generation of
employees: Defining the next generation.
Retrieved February 27, 2014 from: http://www.dol.gov/odep/documents/employeeassistance.pdf.

U.S. Office of Personnel Management. (n.d.).
Work life.
Retrieved February 27, 2014
from: https://www.opm.gov/faqs/QA.aspx?fid=4313c618-a96e-4c8e-b078-1f76912a10d9&pid=2c2b1e5b-6ff1-4940-b478-34039a1e1174.


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