HOW DOES A TYPICAL EAP WORK WITHIN AN ORGANIZATION?

Once services are contracted and the Company Employee Assistance Program Policy is developed, the management team will be provided supervisory training. The purpose is to introduce the EAP concept as a supervisory/management "tool".

	How to recognize a troubled employee
	Documentation
	Performance Counseling
	EAP Referral (and expectations)
	Confidentiality

Once the supervisor confronts employee with his or her concern for the "job" related issues, recommendations and guidelines for correcting the performance concerns are made. Often, it is appropriate for the supervisor to remind the employee that the EAP is available, should assistance be needed.

In accordance with the company policy and for specific "issues, such as alcohol or drug related violations", the supervisory referral may be considered an option to (or in addition to) disciplinary action, such as termination.

Each supervisor will receive a "Supervisor's Guide" with procedures listed.

All employees are to go through a brief EAP Introductory Orientation and learn about this benefit for them and their families.

	No cost to them
	Professional
	Confidentiality
	Appointment availability
	Types of problems addressed by the EAP and expectations
	Additional information as appropriate to contract terms.

All employees will be given Employee Handbooks.

EAP Information Posters will be provided to assist in keeping the program visible.

Employees will be given information regarding free online "self-help" programs and telephonic assistance as appropriate.

Employee can call the EAP to schedule an appointment for a face to face or telephonic session.

The EAP sessions are designed to be "brief" problem solving in nature, usually consisting of 3-6 sessions. The primary purpose is to identify root cause (s) of problem and potential solutions which could include recommending and referring for additional therapies or counseling for specific issues.

Information can be provided to the employees supervisor should the employee desire and signs a "release of information" authorization. The information that is provided will be "brief and general" in nature. This release is not necessary as it pertains to an individual who has violated the D.O.T. Alcohol and Drug Testing Regulations, 49 CFR Part 40.