Employee Assistance Program and the Effective Supervisor Presented By: Lisa Hardy, CEAP
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Transcript of Employee Assistance Program and the Effective Supervisor Presented By: Lisa Hardy, CEAP
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
Employee Assistance Program and the
Effective Supervisor
Presented By: Lisa Hardy, CEAP
Help Line: 770.396.5253 / 800.728.9444
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
Today’s Objectives
Historical & current description of EAP Identifying work performance
problems Supervisory informal & formal referrals Managerial Responsibility How EAP can help
Help Line: 770.396.5253 / 800.728.9444
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
The CorpCare EAP Mission
Providing life solutions and guidance for
the distracted, disheartened and dispossessed.
Help Line: 770.396.5253 / 800.728.9444
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
1940’s
1960’s
1970’s
1980’s
1990’s
Managed Care trying to offer EAP services
Increased participation by public treatment centers & private practitioners
Added: marital, family, psychological, emotional, financial, legal, childcare
Broadened to impaired job performance
OAPs (Occupational Alcohol Programs)
Help Line: 770.396.5253 / 800.728.9444
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
Core Focus of Traditional EAPs
Liaison with management for purpose of managing troubled employees.
Serve as consultant to management.
Provide employees & dependents with professional assessment and referral for a number of problems, including but limited to addiction.
Help Line: 770.396.5253 / 800.728.9444
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
EAP Basics
Confidential Comprehensive Concerned Caring Professional
Counselors Cost? None! Family Program
Help Line: 770-396-5253/800-728-9444
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
How GFB’s EAP Works . . .
Em
plo
yees
& D
ep
en
den
ts Family
Troubled Employee Supervisor EAP
Alcohol/Drugs
Relational
Family
Work
Legal
Eldercare &Childcare
Personal Stress
Help Line: 770-396-5253/800-728-9444
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
HELP . . . When You Need It Emotional: Stress, depression, etc. Behavioral: Eating disorders,
Defiance, etc. Financial: Debt management, family
budget, etc. Legal Questions Drug and Alcohol Abuse Caring for Aging Family Members Childcare Questions Supervisor Assistance Wellness Seminars and TrainingHelp Line: 770-396-5253/800-728-9444
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
How do I contact the EAP?
First, call the Help Line at 800-728-9444. Second, EAP staff will request basic
information from you, then… Finally, either you can call the EAP counselor
directly or have the counselor call you to arrange a convenient appointment.
Help Line: 770-396-5253/800-728-9444
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
Help Line: 770.396.5253 / 800.728.9444
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
Today’s Average Worker
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
Frustrations at workDealing with time
constraints Managing co-worker
relationships
Work Pressures
Help Line: 770-396-5253/800-728-9444
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“The chaos and turbulence in today’s world is beyond the ability of most organizations to cope with. When groups of employees make lists of their challenges and difficulties, they often say that they feel pressured to do more work,
of better quality, in less time, with fewer people,
in new ways, using new technology and new methods,
with a reduced budget, while worrying that their jobs are safe. “
Al Siebert, PHD
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Any Mental Illness in the Past Year among Adults Aged 18 or Older, by Age and Gender: 2011
Results from the 2011 National Survey on Drug Use and Health: Mental Health Findings U.S. DEPARTMENT OF HEALTH AND HUMAN SERVICES
Over 45 M adults in US had a mental illness disorder in 2009. In Georgia, 167,000 (2011).
Today’s Supervisor has to be prepared for anything.
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Substance Abuse in the Workplace
Abuse of tobacco, alcohol, and illicit drugs is costly to our Nation, exacting over $600 billion annually in costs related to crime, lost work productivity and healthcare.
From the CDC, 2012
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
Results from the 2011National Survey on Drug Use and Health: Mental Health Findings U.S. DEPT OF HEALTH AND HUMAN SERVICES
In 2011, 21.6 million persons aged 12 or older needed treatment for an illicit drug or alcohol problem. Yet rates have declined since 2002.
Specific Illicit Drug Dependence or Abuse in the Past Year among Persons
Aged 12 or Older: 2011
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
Continuum of Addiction
Initial StageCasualIntensiveCompulsiveAddictionLethal Dose
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Work Performance Problems
Physical SymptomsMental & Emotional
SymptomsWork Related SymptomsBehavioral Symptoms
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
Patterns of Deteriorating Job Performance
AbsenteeismPresenteeismHigh accident rateDifficulty in
concentrationConfusion
Coming/returning to work in abnormal condition
Lowered job efficiency
Poor peer relations Varied work
patterns
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
Managing Employees
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
The Manager’s Role
Monitor job performance/attendance
Document any deterioration
Discuss with employee need for improvement
Give time limit for improvement
If no improvement, intervene with employee and refer to CorpCare
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
Five Steps of Intervention
1. Observation2. Documentation3. Interview4. Referral5. Follow up
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1. Observation
Look for patterns Admit there is a problem Don’t diagnose the problem Focus on work performance
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2. Documentation
Work performance Attendance records Warnings & reprimands Behavioral episodes Agreed-upon actions or
solutions Time frames for improvement Follow up meetings
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3. The Interview
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
How to Conduct the Interview?
Have a plan Alert Human Resources Know company policies Have performance documentation on
hand Have EAP brochure on hand Arrange a private meeting with employee Review performance objectively
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How to Conduct the Interview? (Cont.)
Stress seriousness of situation Present plan for performance improvement Make sure employee understands expectations Stick to facts. Do not debate, argue. As per company policy, employee signs
documentation that he/she understands the discussion, expectations, & time frame
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
Do’s & Don’ts
Focus on job performance
Describe situations Refer to documentation Supervise Follow procedure Be honest, firm, &
respectful Ignore the situation
Discuss personal problems
Judge Rely on memory Rely on hearsay Diagnose Psychoanalyze Threaten
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4. Referral Process
Informal: Personal Problemwith no work performanceissues
Formal: Work performance,may or may not havepersonal problem causing it
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
How to Make a Formal Referral?
Know your company contact who arranges referrals Company designee calls EAP Client Services
Manager Manager has interview with employee Make referral to EAP EAP notifies company contact if employee called
EAP EAP updates with release: Compliance or not
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5. Follow Up Continue open communication Continue to monitor & document
performance Abide by your set time frame with
employee Continue to provide feedback periodically Be firm, but fair Call EAP if we can help
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How Can a Manager Interfere?
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Enabling Behaviors
Ignoring signs & symptoms of potential problems
Covering up or ignoring poor performance Assisting others to do an employee’s work Having “Off the record” discussions Failing to take disciplinary action Allowing or ignoring the use of alcohol or
drugs in the workplace
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IN CONCLUSION….
Doing Nothing Is Doing Something, Just Not the Right
Thing
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SUGGESTIONS:
Formal referral is not a “mandatory” referral Employee does not have to seek EAP to keep job Employee must improve job performance to keep job EAP is a Manager’s tool offered to help the employee
with job performance & often personal problems. EAP does not protect the employee’s job
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HEALTHY EMPLOYEES - SUCCESSFUL ORGANIZATION
“CorpCare believes that healthy employees create a successful
company.”
CorpCare Associates, Inc.
Atlanta, Georgia
800.728.9444
www.corpcareeap.com