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Mercy Medical Center Employee Assistance Program Supervisor Training.

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Presentation on theme: "Mercy Medical Center Employee Assistance Program Supervisor Training."— Presentation transcript:

1 Mercy Medical Center Employee Assistance Program Supervisor Training

2 Supervisory Training Agenda Benefits of the EAP & Wellness Goals of Supervisor Training Supervisor/Manager Role Types of Referrals Signs and Symptoms of the Troubled Employee Managing the Troubled Employee Confidentiality & Reporting Summary

3 Benefits of the EAP EAP Sessions CONFIDENTIAL 24-hour Emergency Availability Convenient Locations All Family Members Covered Multicultural Services Legal/Financial Consulting Elder/Childcare Referrals

4 EAP Sessions Your Employer is providing you and your family members: *Up to (6)* six Face to face sessions per year provided by your employer. *Limited to 3 sessions per 6 months in CA. EAP is a short-term approach for diagnosis, referral, and/or problem resolution. All Services are Confidential

5 24 Hours Medical answering service available for after- hours calls. On-call counselors are available. This is not an Emergency Number. Call 911 if there is an emergency.

6 Work/Life Benefits Childcare Referrals Eldercare Referrals Legal Service Financial Services

7 Confidentiality For self-referrals, no information gets back to the company that the employee accessed the EAP. The utilization report has no names on it. Supervisory referrals allow ACI to monitor compliance and attendance – session information is strictly confidential.

8 Goals of Training To understand the EAP services as a resource to employees and their family members. To learn to recognize signs of troubled employees. To understand how to initiate “Supervisory Referrals.”

9 Live ‘N Learn Seminars Highlights the EAP Services Balancing Work and Family Stress Management Personalities in the Workplace Fun, Entertaining & Educational Many Wellness topics addressed Bring Your Lunch!

10 CISD= Critical Incident Stress Debriefing CISD Response CISD= Critical Incident Stress Debriefing Typical Examples Include: Death of an Employee Severe Injury Prolonged /severe Illness Work/place violence Any traumatic event that impacts employees How can a CISD help Employees? Provide means of emotional expression Inform individuals of stress, reactions and coping methods Assess individuals coping skills & make referrals if necessary Decrease in Distressing symptoms and onset of PTSD To Dispel myths and reduce blame/self-blame Provide Structure and stability And much more Companies Commitment: Decrease Companies Exposure Provide Structure and Stability Dispel Myths and reduce Blame Promotes companies commitment to employee overall well being It is difficult to determine the impact of an unexpected and traumatic event. People can respond to the same traumatic event in many different ways. In such events, ACI would have a professional counselor on site who would be able to talk with and how they can cope and help others cope with such events.

11 Supervisor/Manager Role   To expect good job performance.   To provide a safe work environment.   Make sure the job gets done.   Ensure quality in the product/service. To do this the manager must:  Know what it takes to get job done.  Know the employees’ abilities.  Know if there is a change in either.  Communicate job expectations.

12 Signs and Symptoms Absenteeism On-the-Job Absenteeism Difficulty in Concentration Appearance Confusion Spasmodic Work Patterns Generally Lowered Job Efficiency Poor Employee Relationships

13 Stages of Addiction & Alcoholism Early Stage Middle Stage Late Stage

14 Workplace Violence Some indications of impending violence: Overreaction to changes Threats, even in jest History of antagonistic or violent behavior Blaming of others for serious problems Repeated policy violations Vague references to a “plan” to “get even” Mood swings or substance abuse Repeated references to weapons

15 Managing the Troubled Employee Recognition Documentation/Consult with H.R. Discussion Job Performance Improves or Job Performance Problems Continue EAP Interview Follow-Up

16 Supervisory Referrals EAP is not a part of the disciplinary process. 100% confidential unless employee signs a release of information. Excellent resources to get problems solved.

17 Types of Referrals Self-Referrals- An employee or family member contacts the EAP directly. Supervisory Referrals- You recognize that an employees’ job performance has deteriorated and that continuing or emerging patterns of behavior are cause for concern.

18 Types of Job Related Supervisory Referrals Positive substance screen result Refusal to submit to substance screen Frequent/unexplained absenteeism/tardiness Absent from the worksite while on the job Difficulty in working with others Inconsistency in quality/quantity of work output Extreme irritability/anger Insubordination/Questioning authority Disregard for the safety of others

19 Summary Promotes early intervention for employees personal problems. Reduces employee absenteeism and low productivity. Facilitates good mental health which reduces overall health care costs. Communicates the company’s commitment to their employees’ well being.

20 Do you need someone to talk to? Talk to us! Confidential help at your fingertips… access is Toll free number is (800)


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