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EAP
Management Training / Consulting and Employee Orientation
The
difference between an average and excellent EAP is the commitment
that management makes to the success of the program. You can
judge the commitment to the EAP by the quality of training provided
to management and supervisors. Our EAP training and manual was
developed in conjunction with Dr. Edwin Timmons, Ph.D. Clinical
Psychologist and is based on his teachings of Behavioral Dynamics
to the MBA students at Louisiana State University. Our management
training program uses a hands on approach to train managers
and supervisors to work with the different types of personalities
and problems that can arise in the workplace. Our training and
reference manual gives managers and supervisors the confidence
needed to work with and refer troubled employees to the EAP.
Most companies promote from one level to another based on performance.
While in theory, a good salesman will make a good sales manager
and a good mechanic will make a good shop supervisor they will
rarely posess the skills to recognize and work with employee
performance problems.
Our EAP training gives both experienced and new managers the
fundamental management and EAP skills which enable them to quickly
recognize employee problems, communicate with the employee and
assist them in seeking the appropriate help.
A key component of the program addresses the supervisory training
requirement for the “Drugs in the Workplace Act ”.
We train supervisors and managers to recognize the symptoms
of an impaired employee and to provide appropriate intervention
and counseling. This is most important, since the new Federal
regulations require special training by certified substance
abuse professionals (SAP’s).
We educate them on when and how to refer the employee to the
EAP, the responsibilities of the EAP to the employee and the
rules of confidentiality. We teach the managers and supervisors
the signs of potential workplace violence and sexual harassment.
We instruct them on the importance of proper documentation and
compliance with EEOC, wage and hour and unemployment compensation
issues.
As part of our company wide training program we provide an employee
EAP orientation which demonstrates the company’s commitment
to the well being of it’s employees, promotes the value
of the EAP and helps the employees understand the how to use
it. The orientation covers the types of problems the EAP staff
is equipped to handle, who is eligible, how to contact the EAP,
issues of confidentiality and the cost of the service.
A company can measure the success of their EAP by the number
of people who use the program. The national average for (face
to face counseling) EAP utilization is 3% of the employee population.
HHA’s EAP utilization rate is 6% to 10%. Our higher utilization
rate helps the employees address their problems and provides
our clients with substantial savings to their health insurance
plan and enhanced workforce productivity. |
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