1. What is an Employee Assistance Program (EAP)?

Employee Assistance Program (EAP) is a generic term for a loss-control program providing an effective way to reduce both economic and human loss in the work force. These programs are established within the private and public sector, to offer assistance to employees with personal problems that adversely affect their job performance.

2. What are some benefits of EAPs in the workplace?

3. What are some types of losses caused by a troubled employee?

4. How does an EAP work?

The employer is in a strategic position to motivate an employee to seek help. A ‘breakthrough' occurs when the troubled employee is confronted with documented evidence of a pattern of unsatisfactory work performance and given the choice to improve, or suffer the consequences of his/her behavior. This may mean suspension from, or loss of his/her job.

The vast majority of clients seen by EAPs, initiate services on their own, without intervention by the employer. The confidentiality factor increases the potential that an employee will seek services because no one will be told they have done so.

5. How are troubled employees identified?

6. Who performs the problem intervention/counseling?

Professional, bachelor and master level educated counselors and resource staff at an EAP. Company supervisors/managers are encouraged to intervene with a problem employee by referring to these specialists.

7. Is the number of troubled employees in the workforce significant?

National studies estimate that 10-15% of all workers are chronically troubled . Half of these employees have problems that are alcohol and drug related. Approximately 90% of all alcoholics and 74% of all drug users in this country hold jobs. The Ohio Department of Safety and Hygiene reports that employees with personal problems account for a minimum 25% decrease in productivity.

8. Is an EAP cost effective?

Yes. National studies of corporations indicate that an employer will experience annual savings anywhere from $5-$16 for every dollar spent on an EAP.

9. Why not just fire the problem employee?

The loss sustained in both human resources and experience does not justify this solution. Studies estimate that 80% of all problem employees range in age from 30 to 55 years, and have from 12 to 20 years of job experience.

Replacement costs, in terms of hiring, training, loss of experience, and potential litigation, become very high. The current national average cost to replace one employee is $7,000, and varies from organization to organization, depending on skill, education, and experience requirements.

10. What practical steps can be taken to help troubled employees?

11. How will Partnership, EAP assist in putting a program in place?

• Presentations to management, union representatives, and employees.
• Assistance in development of appropriate referral policies and procedures.
• Train supervisory personnel and union representatives to identify, document, and conduct intervention with problem employees.
• Provide literature for distribution to employees and their families, including on-site posters, supervisor newsletters, and "check-stuffers".