What is employee assistance?
Employee Assistance is the work organization's resource that utilizes specific core technologies to enhance employee and workplace effectiveness through prevention, identification, and resolution of personal and productivity issues.
What is an employee assistance program (EAP)?
An employee assistance program (EAP) is a worksite-based program designed to assist (1) work organizations in addressing productivity issues and (2) "employee clients" in identifying and resolving personal concerns, including, but not limited to, health, marital, family, financial, alcohol, drug, legal, emotional, stress, or other personal issues that may affect job performance.
EAP Core Technology
The employee assistance program Core Technology (EAP Core Technology) represents the essential components of the employee assistance profession. These components combine to create a unique approach to addressing work organization productivity issues and "employee client" personal concerns affecting job performance and ability to perform on the job. The EAP Core Technology consists of the following:
(1) Consultation with, training of, and assistance to work organization leadership (managers, supervisors, and union stewards) seeking to manage the troubled employee, enhance the work environment, and improve employee job performance, and outreach to and education of employees and their family members about availability of EAP services;
(2) Confidential and timely problem identification/assessment services for employee clients with personal concerns that may affect job performance;
(3) Use of constructive confrontation, motivation, and short-term intervention with employee clients to address problems that affect job performance;
(4) Referral of employee clients for diagnosis, treatment, and assistance, plus case monitoring and follow-up services;
(5) Consultation to work organizations in establishing and maintaining effective relations with treatment and other service providers and in managing provider contracts;
(6) Consultation to work organizations to encourage availability of, and employee access to, health benefits covering medical and behavioral problems, including but not limited to alcoholism, drug abuse, and mental and emotional disorders; and
(7) Identification of the effects of EA services on the work organization and individual job performance.
Standards and Guidelines for EAPs
Following is an abridged version of the EAPA Standards and Professional Guidelines for Employee Assistance Programs. The complete text of the Standards and Professional Guidelines provides more detailed information on the essential and recommended components of an EAP, including the intended effect and outcome of implementing each standard.
To view the complete text, click here.
I. Program Design
A. Needs Assessment
Program design shall be based on an assessment of organization and employee needs.
B. Advisory Function
An advisory process within the organization shall be created and shall provide for the
involvement of representatives of all key segments of the workforce.
C. Service Delivery Systems
Employee assistance program services shall be provided through a distinct, identifiable delivery
system.
D. Additional Services
The employee assistance program shall remain alert for emerging needs and may add new
services when they are consistent with, and complementary to, the EAP Core Technology.
E. Organizational EAP Policy Statement
The organization shall adopt a written policy that defines the employee assistance program's
relationship to the organization, describes the program as a confidential resource, and states
the scope and limitations of the program's services.
F. Implementation Plan
An implementation plan shall outline the actions needed to establish a fully functional
employee assistance program and set forth a timeline for the completion of such actions.
II. Management and Administration
A. EAP Administrative and Operating Procedures
Written procedures for employee assistance program administration and operation shall be
developed based on organization needs, program objectives, and the organization's employee
assistance program policy statement.
B. Staffing Levels
An adequate number of employee assistance professionals shall be available to achieve
the stated goals and objectives of the employee assistance program.
C. Staff and Affiliate Criteria
The employee assistance program shall retain professionals qualified to perform their duties.
D. Affiliate Management
The employee assistance program shall ensure that all affiliates understand and accept the
policies, procedures, and responsibilities associated with their role in the employee assistance
program.
E. EAP Consultation and Case Supervision
Every employee assistance professional who provides client services shall receive consultation
and/or case supervision.
F. Professional Development
The employee assistance program shall support employee assistance professionals' efforts
to maintain and upgrade their knowledge.
G. Record Keeping
The employee assistance program shall create and maintain client records that are consistent
with the employee assistance program's service delivery system, the organization's policies,
program procedures, and applicable legal requirements.
H. Risk Management
The employee assistance program shall take all reasonable precautions to limit its risk for
exposure and liability.
I. Ethics
The employee assistance program shall require that all employee assistance personnel
adhere to the EAPA Code of Ethics.
III. Confidentiality and Regulatory Impact on Protective Rights
The employee assistance program shall prepare and implement a written policy of
confidentiality that reflects professional standards and ethics and clearly elucidates all limits of
confidentiality.
IV. Employee Assistance Program Direct Services
A. Problem Identification/Assessment and Referral
The employee assistance program shall identify and/or assess problems of the client,
develop an appropriate plan of action, and, when necessary, recommend or refer the client
to an appropriate resource for problem resolution.
B. Crisis Intervention
The employee assistance program shall offer responsive crisis intervention services to
employees, eligible family members, and the organization.
C. Short-Term Problem Resolution
The employee assistance program shall establish procedures to determine when to provide
short-term problem resolution services and when to make a referral to professional and/or
community resources.
D. Monitoring and Follow-Up Services
The employee assistance program shall establish procedures to ensure appropriate follow-up
and/or monitoring of client progress.
E. Training of Organization Leadership
The employee assistance program shall provide training for organization leadership to
communicate employee assistance program purpose and procedures and to explain their role
in the program.
F. Consultation With Organization Leadership
The employee assistance program shall provide individual consultation to organization
leadership regarding the management and referral to the employee assistance program of
employees with job performance or behavioral/medical problems.
G. Organizational Consultation
The employee assistance program shall provide consultation to the organization regarding
issues, policies, practices, and events that may impact employee well-being.
H. Program Promotion and Education
The employee assistance program shall coordinate the development, availability, and use
of promotional materials and activities that encourage the use of the program by employees,
eligible family members, and organization leadership.
V. Drug-Free Workplace/Substance Abuse Professional Direct Services
A. Drug-Free Workplace
The employee assistance program shall assist the organization in the development and
implementation of policies, procedures, programs, and services that advocate and support
a drug-free workplace.
B. SAP Direct Services
Employee assistance professionals who perform the role of substance abuse professional (SAP)
shall be knowledgeable about, and comply with, the U.S. Department of Transportation drug-
testing regulations of the specific governing agency under which they provide SAP services.
VI. Strategic Partnerships
A. Internal Organizational Activities
The employee assistance program shall be positioned at an organizational level from which
it can most effectively communicate with and influence the executive level of the organization.
B. Integrated Employee Assistance Program and Managed Care Systems
The employee assistance program shall collaborate with all managed behavioral health care
(MBHC) systems that provide services to the organization to establish and define the
relationship between the employee assistance program and the MBHC system and to
delineate their respective roles and responsibilities.
C. External Community Organizations and Resources
The employee assistance program shall identify, utilize, and continually evaluate health care
delivery systems and other community resources that provide quality assistance to employees,
eligible family members, and the organization.
D. External Agencies
The employee assistance program shall maintain awareness of the activities of external bodies
that may impact the employee assistance program. External bodies include regulatory
agencies, legislatures, courts, advocacy groups, business groups, and academic centers.
VII. Evaluation
The employee assistance program shall evaluate the appropriateness, effectiveness, and
efficiency of its services. Measurable objectives shall be stated for both program processes
and outcomes.
The EAPA Code of Ethics
The EAPA Board of Directors has developed a Code of Ethics based on key activities, behavioral standards and most importantly, fundamental goals and values self evident through the examination of our diverse and rich history. The Code encourages Employee Assistance Professionals to adhere to high standards of ethical behavior for the benefit of their clients. To view the Code, click here.
