Understanding EAPs

EMPLOYEE ASSISTANCE PROGRAMS: SOME BASICS

An EAP is a work-site based program to assist: (1) the work organization in addressing productivity issues, and; (2) employee clients in identifying and resolving personal concerns. . . that may affect job performance. (International Employee Assistance Professionals Association, 1998)

EAPs are confidential. . . The identities of EAP participants are protected by confidentiality laws. Confidentiality is also assured by the organization's EAP policy.

EAPs are without cost to employees and family members. Employees are responsible for the cost of services to which they might be referred by the EAP. EAPs help employee's find affordable services to match their circumstances and ability to pay. EAPs do not interfere with administrative or supervisory practices. . .An EAP will not interfere with your job as a supervisor. It cannot advise you on disciplinary matters nor direct your managerial decisions regarding employee issues.

	EAPs are not a "safe harbor". . . . Participation in an EAP does not excuse unsatisfactory job performance. Your hands are not "tied", and you are not prohibited from taking action in response to an employee's continuing job performance problems.
	EAPs are voluntary. . . Employees are never "forced" to participate in an EAP. Doing so damages an EAP's credibility and the organization's investment in the program making it unlikely to attract employees. Employees who come to an EAP and say, "My supervisor told me I had to come", are typically resistant to help.
	EAPs are non-disciplinary. . . Employees should not feel as though they are being "disciplined" or "retaliated" against when referred to the EAP by a supervisor.
	There are two types of referral to an EAP. Self Referral: An employee volunteers to participate in the EAP without involvement by the supervisor. Supervisor Referral: The employee volunteers to participate in the EAP after being referred by the supervisor due to job performance problems (attendance, quality of work, behavior/conduct, availability issues, etc.)

EAPs are not "benefit programs" in the traditional sense. They are pro-employee AND pro-organization management tools.