1. Employee Assistance Programs Eaps An Allied Profession For Work/life 2010 Pdf
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7.2 EMPLOYEE ASSISTANCE PROGRAMME (EAP) 7.2.1 Definition EAP is defined by the EAP Association of South Africa (2005:6) as a work site-based. An EAP is easily seen to be the descendant of a long life of programmes combining. EAPs and occupational social work are seen to be one and the same discipline, due to the overlapping tasks. Employee Assistance Programs (EAPs for short) are. Profession from other forms of mental health counseling, coaching, and occupational. Violence, elder care, work-life balance, and supporting company-wide changes like downsizing and mergers began to arise (Attridge et al.). America's oldest and #1 EAP Blog by world's most widely read and published EAP author, Daniel Feerst, MSW, LISW-CP. Employee Assistance Program information, resources, downloads, and tips for increasing the value of EAPs and promoting authentic Employee Assistance Programs.

1. Aiding Troubled Employees: The Prevalence, Cost, and Characteristics of Employee Assistance Programs in the United States. American Journal of Public Health, 86 (6), 804-808. Jacobson Frey, J., & Mark, A. Employee Assistance Programs (EAPs): An Allied Profession for Work/Life. Work and Family Encyclopedia.
2. My new column 'Integration Insights' published quarterly in the Journal of Employee Assistance in 2015, recognizes that a majority of EAPs now also offer both work-life and wellness services.
3. Employee Assistance Programs (EAPs) are programs offered to employees; they include policies and procedures for identifying or responding to employee difficulties that may or may not interfere with job performance (Walsh, 1982).These programs often provide counseling or treatment to those who require these services, and can also be provided to the employee’s family members.
4. The integration of employee assistance, work/life and wellness services. Special double issue of the Journal of Workplace Behavioral Health: Employee Assistance Practice and Research, Vol. 1/2) and Vol. Attridge, M., Herlihy, P., & Turner, S. International survey of employee assistance and work/life vendors.

• 1 Careers in Drug & Alcohol Counseling
• 2 Pros & Cons of an Employee Assistance Program
• 3 Psychologist Duties for an Inpatient Facility
• 4 Employee Assistance Program for Drug Abuse in the Workplace

Employee assistance programs, or EAPs, are designed to help employees reach their maximum workplace effectiveness. EAPs first began in the 1940s to help employers deal with the effects of employee alcohol abuse, but soon expanded to include a host of additional mental and psychological problems that can affect employee productivity. EAP consultants, also known as EAP representatives or EAP counselors, are trained mental health providers and, in many cases, substance abuse professionals who provide a variety of services to their clients.

Assessment

Employee Assistance Programs Eaps An Allied Profession For Work/life 2010 Pdf

An EAP consultant is the first person an employee speaks to when he is referred to the employee assistance program. Some employees are self-referred, meaning that they contact the EAP because they are voluntarily seeking help. Other people are mandated to contact the EAP by their employers. Bloc party little thoughts ep raritan. In either case, the EAP consultant performs an initial intake, in which basic information about the employee and the reason for the referral is gathered. The EAP consultant then schedules an assessment meeting with the client to perform a comprehensive evaluation.

Counseling

Many EAPs have contracts with employers that include providing a limited number of free counseling sessions to voluntary clients and their families. In such cases, an employee may contact the EAP consultant to schedule short-term counseling, which may include family or relationship counseling or brief therapy for problems such as depression or anxiety. Voluntary clients may contact the EAP for any reason -- the problem does not have to have a direct impact on the client's work to be a valid reason for self-referral.

Referral

If a client is mandated by her employer, the EAP consultant will provide an initial assessment and refer the client to the appropriate treatment provider. Not all clients are mandated for alcohol and substance abuse problems, although this is one of the most common issues an EAP consultant must handle. Mysti rever torrent hindi audio. Sometimes, an employee with frequent absences or who demonstrates frequent behavioral problems at the workplace will also be mandated to the EAP. If the employee is mandated for alcohol or substance abuse treatment, the EAP consultant will refer the employee to an in- or out-patient substance abuse facility, depending on the severity of the problem. If the employee is mandated for other reasons, the EAP consultant may refer the client to an external mental health professional, such as a clinical social worker or psychologist.

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Compliance Reporting

EAP consultants provide regular reports to employers regarding an employee's compliance with treatment. An employee must sign a release of information form to allow the EAP consultant to discuss the employee's compliance with his employer. Compliance reporting might mean that the consultant has regular contact with a substance abuse facility or treatment provider to discuss whether an employee is attending all of his scheduled treatment sessions. Based on these reports, the EAP consultant usually sends a monthly letter of compliance to the employer if the employee is complying with treatment recommendations. If an employee is not following recommendations, the EAP consultant sends a letter of non-compliance. These reports are not related to fitness for work or return-to-duty recommendations -- they only inform the employer of an employee's compliance with EAP recommendations for treatment.

Additional Tasks

EAP consultants may perform a variety of additional tasks, depending on the nature of the EAP. If an employee has a positive drug test, the EAP consultant will make recommendations for follow-up drug testing once the employee has successfully completed treatment. To make follow-up testing recommendations, the EAP consultant must also be a certified Substance Abuse Professional, or SAP. In many cases, an EAP consultant may also provide seminars and education on mental health-related topics to employees. Topics might include substance abuse prevention or stress and anger management techniques.

About the Author

Employee Assistance Programs Eaps An Allied Profession For Work/life 2010 Free

Ashley Miller is a licensed social worker, psychotherapist, certified Reiki practitioner, yoga enthusiast and aromatherapist. She has also worked as an employee assistance program counselor and a substance-abuse professional. Miller holds a Master of Social Work and has extensive training in mental health diagnosis, as well as child and adolescent psychotherapy. She also has a bachelor's degree in music.

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