E mployee a ssistance p rogram
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E mployee A ssistance P rogram. Module 16 N ational G uard T echnician P ersonnel M anagement C ourse. EMPLOYEE ASSISTANCE PROGRAM (EAP). Do you have any of these problems in your workplace? Chronic tardiness/absenteeism Frequent clashes with others Appearance of substance abuse

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E mployee A ssistance P rogram

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E mployee a ssistance p rogram

Employee Assistance Program

Module 16

National Guard

Technician Personnel Management Course


Employee assistance program eap

EMPLOYEE ASSISTANCE PROGRAM (EAP)

Do you have any of these problems in your workplace?

  • Chronic tardiness/absenteeism

  • Frequent clashes with others

  • Appearance of substance abuse

  • Poor or no job production

  • Frequent depression


History of the ngb eap

HISTORY OF THE NGB EAP

1970: Public Laws 91-61 and 92-255 mandated employee assistance programs

1974: NGB’s “Troubled Employee Program” began for both technicians and AGRs

1978: TPR 792-2 governs the guard program and changed the technician program to Technician Assistance Program (TAP)

1980s: TPR 792-2 changed the program name to Employee Assistance Program (EAP)


General guidance for today s eap

GENERAL GUIDANCE FOR TODAY’S EAP

  • Mental or addict problems will be considered an illness under the EAP

  • The guard is not officially concerned with an employee’s personal problems unless/until they affect the job or efficiency of the service

  • The agency does not condone illegal drug activity

  • No employee will have his/her job security or promotion opportunities jeopardized due to EAP referral


General guidance for today s eap1

GENERAL GUIDANCE FOR TODAY’S EAP

  • No employee will have his or her job security or promotion opportunities jeopardized by requesting counseling or referral assistance.


Supervisor s role in eap

SUPERVISOR’S ROLE IN EAP

1. Continuously observe technicians for adverse changes related to:

  • Increased absenteeism or tardiness

  • Lower job efficiency

  • Diminishing or poor work quality

  • Missed suspense/deadlines/appointments


Supervisor s role in eap1

(continued)

Unpredictable behavior

Increase in accidents or safety violations

Impaired personal relationship

Evidence of financial difficulties

Marital or family difficulties

Unexplained illness or other emotionally-based behavior patterns

SUPERVISOR’S ROLE IN EAP


Supervisor s role in eap2

SUPERVISOR’S ROLE IN EAP

  • Document specific occasions, and maintain documentation in a secure room or container.

  • Do NOT diagnose. Focus on the behavior; not its causes.

  • DO tell an employee with a problem about your observation and his/her inability to do the job.

    (It may be necessary to advise the employee that you are sending him/her home.)


Supervisor s role in eap3

SUPERVISOR’S ROLE IN EAP

  • Do NOT draw conclusions, or say that you know the employee is on drugs or intoxicated.

  • May inquire about employee’s attendance at EAP activities, but NOT about treatment.

  • DO report any illegal activities to proper authorities.


Supervisor s role in eap4

SUPERVISOR’S ROLE IN EAP

8. Supervisor’s notes about the employee’s regular job performance, productivity and conduct are not subject to confidentiality laws and requirements; however the employee’s problems will not be discussed.

-Confidentiality violations: subject to fines up to $500 for first offense; up to $5000 for each subsequent one.


Special conditions

SPECIAL CONDITIONS

  • Adverse actions may be deferred while in the EAP, if there is satisfactory improvement on the job

  • Sick leave will be granted for treatment or rehabilitation

  • The referral must NOT be recorded in the Supervisor’s Work Folder or place in the OPF


Eap case manager s role

EAP CASE MANAGER’S ROLE

  • Serves as the initial POC for employees who ask or have been referred

  • Is familiar with numerous health/benefits programs and service that pertain to treatment/rehabilitation of the employee

  • Provides EAP TRAINING


Employee s role in eap

EMPLOYEE’S ROLE IN EAP

  • Encouraged to attend EAP classes to increase awareness

  • Encouraged to seek EAP counseling/assistance if experiencing problems that interfere with the job and/or affect behavior and attitude

  • Encouraged to accept EAP referrals if found to be users/abusers


E mployee a ssistance p rogram

Video


Eap training

EAP TRAINING

The EAP Case Manager provides:

  • Supervisory training: related to proper procedures in your state for dealing with employees who have problems that are covered by this program

  • Employee training: awareness training about how personal problems can cause job and other problems; and how the EAP can help


E mployee a ssistance p rogram

Questions


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