Employee Assistance Program (EAP)


Life has become fast paced and the demands of work and family can be a real juggling act for employees. At times, personal problems arise which impact an employee's ability to maintain consistent job performance. Depression, financial concerns, dependent care issues, alcohol or drug abuse, stress, gambling and problems with family relations can tax an individual's ability to be a good team member. Employee Assistance Programs assist employees, in a confidential manner, identify and resolve their personal problems which may, or may not, be affecting their work or home life.

David Reed & Associates' EAP programs are guided by the Certified Employee Assistance Professional (CEAP) content areas and standards outlined by the Employee Assistance Professionals Association (EAPA) and Employee Assistance Credentialing Commission (EACC), a nationwide professional accrediting institution. Most of our program designs origination through the traditional "internal" EAP model which sees the EAP as a management tool, labor organization partner, and employee resource, rather than an extension of a benefit plan or form of medical/psychiatric treatment. Our experience has shown that utilization is greater, and advocacy for the employee a priority, when using this framework. Our principles and techniques have been successfully adapted from internal EAP programs utilized by the Fortune 500 companies.

Employee Assistance Programs (EAPs) provided by David Reed & Associates comply with the Employee Assistance Professionals Associates (EAPA) standards. According to EAPA, the definition of an EAP is:

 

A work-based program designed to assist in the identification and resolution of productivity problems associated with employees impaired by personal concerns including, but not limited to: health, marital, family, financial, alcohol, drugs, legal, emotional, stress, or other concerns which may adversely affect the employee job peformance.

 The specific core activities of EAP's include: 1) expert consultation and training to appropriate persons in the identification and resolution of job-performance issues related to the aforementioned employee personal concerns, 2) confidential, appropriate and timely problem-assessment services, 3) referrals for appropriate diagnosis, treatment, and assistance, 4) the formation of linages between workplace and community resources that provide such services, and 5) follow-up services for employees who use those services. (EAPA Standards, 1992)

Using the standards set by EAPA, David Reed & Associates' EAP programs are designed as a tool for management, while at the same time, a great value for employees. Supervisors are also helped by the EAP to recognize when an employee is in need of EAP services. It is through this "early intervention," and the use of constructive confrontation, that poor job performance is corrected. The goal is to help turn around a valued employee who may be heading into trouble. These EAPA-driven standards are not intended to replace community-based resources nor mental health counseling benefits under the employer's existing sponsored medical plans.

David Reed & Associates has maintained a commitment to focus on cost-effective, high quality Employee Assistance Programs for the cost-conscious employer. EAP programs developed, implemented, and administered by David Reed & Associates have benefitted from extensive, up-to-date research and experience in the field. "Total Quality and Customer Satisfaction" with the highest regard for confidentiality, professional ethics, and the welfare of the individual are embodied in all aspects of David Reed & Associates' EAP programs. David Reed & Associates is able to customize our EAP programs to best meet the needs of each employer. Our EAP programs include the following available services:


  • A 24-hour, national toll-free "800" number for telephonic assistance

  • David Reed & Associates' EAP Staff Counselors - assessment and referral services

  • National EAP Affiliate Network - assessment and referral services

  • Financial/debt counseling

  • Legal Hotline and low-cost legal assistance and referrals

  • Child care/dependent care resources

  • Telephonic, three, or five visit EAP models available

  • Assistance for the employee, spouse, household dependents, and significant others

  • Case monitoring and follow-up
EAP program administration and program promotion:

  • EAP orientation sessions for employees

  • Supervisor orientation seminars for assisting the troubled employee

  • Critical Incident Stress Debriefing (CISD)

  • Account specific team and designated account manager

  • Periodic on-site visits from program promotion

  • Utilization and MIS reports

  • EAP policy consultation and development

  • EAP promotional materials, posters, and wellness information
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For a customized proposal for your organization's specificneeds,  please e-mail us!

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