Welcome to the Seattle Public Schools EMPLOYEE ASSISTANCE PROGRAM An Orientation for Employees

2 Why is an EAP needed? Personal problems can negatively affect our job performance: –Cause absenteeism or lateness –Alter behavior or attitude –Cause carelessness –Increase personal risk –Cause absenteeism or lateness –Alter behavior or attitude –Cause carelessness –Increase personal risk –Affect decisions, demeanor, and interactions

3 What is an EAP? Helps employees and their families identify and resolve personal problems and concerns, including: –Financial and legal –Interpersonal conflicts –Stress –Financial and legal –Interpersonal conflicts –Stress –Emotional and psychiatric –Alcohol and other drug-related –Marriage and family –Emotional and psychiatric –Alcohol and other drug-related –Marriage and family

4 What is an Employee Assistance Professional? Specially trained and experienced at –Listening –Asking the right questions –Listening –Asking the right questions –Gathering information –Helping to decide the best course of action –Gathering information –Helping to decide the best course of action

5 You should know that … When you meet with an employee assistance professional, he or she will: –Greet you –Set you at ease –Listen –Help clarify the problem –Discuss options for resolution –Formulate a plan of action –Greet you –Set you at ease –Listen –Help clarify the problem –Discuss options for resolution –Formulate a plan of action

6 The Value of EAPs Access to a free, professional, and confidential resource can help employees resolve personal problems, reducing: –Absenteeism –Accidents –Low productivity –Injuries –Absenteeism –Accidents –Low productivity –Injuries –Higher workers compensation costs –Turnover –Interpersonal conflict on the job –Low morale –Higher workers compensation costs –Turnover –Interpersonal conflict on the job –Low morale

7 EAPs Help Improve Job Performance EAPs work with groups of employees and work teams to: –Provide education and training on health, wellness, and human relations –Manage critical incident stress –Provide education and training on health, wellness, and human relations –Manage critical incident stress –Develop organizational policies –Help employees improve productivity –Advise the organization on its behavioral health benefits/insurance plan –Develop organizational policies –Help employees improve productivity –Advise the organization on its behavioral health benefits/insurance plan

8 Confidentiality is Key Identity is protected by confidentiality laws or provisions and the right to privacy Exceptions that permit disclosure: –Where a person's life is threatened –Where the abuse of a child or elderly person exists Information will not be shared without written permission Identity is protected by confidentiality laws or provisions and the right to privacy Exceptions that permit disclosure: –Where a person's life is threatened –Where the abuse of a child or elderly person exists Information will not be shared without written permission

9 Important Information The EAP is non-disciplinary. –Not a substitute for disciplinary action –May not be the cause or reason for a disciplinary action No interference with administrative or supervisory practices –It is not a “safe harbor” –You are still responsible for satisfactory job performance There are no fees for EAP services The EAP is non-disciplinary. –Not a substitute for disciplinary action –May not be the cause or reason for a disciplinary action No interference with administrative or supervisory practices –It is not a “safe harbor” –You are still responsible for satisfactory job performance There are no fees for EAP services

10 Important Information The EAP is not a psychotherapy service or a treatment program The EAP is voluntary –However, policies or regulations may mandate that management make a supervisor referral to the EAP Seeking help from the EAP cannot adversely affect you –You cannot have your job security or promotional opportunities jeopardized The EAP is not a psychotherapy service or a treatment program The EAP is voluntary –However, policies or regulations may mandate that management make a supervisor referral to the EAP Seeking help from the EAP cannot adversely affect you –You cannot have your job security or promotional opportunities jeopardized

11 What Kind of Problems, Issues, and Concerns? The EAP is available to help you or your family members resolve any personal problem … –Life management issues –Emotional problems and mental health issues –Alcohol and drug-related problems –Job-related problems The EAP is available to help you or your family members resolve any personal problem … –Life management issues –Emotional problems and mental health issues –Alcohol and drug-related problems –Job-related problems

12 Additional Information An important EAP service is follow-up The EAP won’t compete with other resources in the organization that are available to help you An important EAP service is follow-up The EAP won’t compete with other resources in the organization that are available to help you It is not a substitute for the advice and counsel of your personal physician It is not a provider of medical care or health services It is not a substitute for the advice and counsel of your personal physician It is not a provider of medical care or health services

13 Referral to the EAP The EAP is accessed primarily by self-referral –The employee or family member makes a personal decision to contact the EAP

14 Types of Referrals Supervisors or managers may also refer employees to the EAP when job performance problems exist –The basis of the referral evidence of problems with performance: conduct, attendance, quality of work, etc.

Thank you for taking the time to learn about EAP. To contact EAP call or visit our website Thank you for taking the time to learn about EAP. To contact EAP call or visit our website