Dealing with performance problems may be one of the most common and challenging aspects of a supervisor or manager’s job. Your employee assistance program can partner with you to help employees cope with some of the more trying twists and turns of life that can impact work performance.
According to the CDC, suicide is one of the leading cause of death in the United States. It claims more lives than automobile accidents or opioids and yet in some cases the numbers of suicides are under-reported as families want to hide the reasoning behind the death of a loved one. This secrecy exposes the stigma. The silence perpetuates the problem.
Teen suicide is alarmingly common. It is the third leading cause of death for people age 15 to 24 (following accidents and homicide). Studies show that 4 out of 5 teen suicide attempts have been preceded by clear warning signs.
The role of management and human resources is vital before, during and after a traumatic event. Trauma may leave employees shocked, dazed and feeling that their world is spinning out of control. They need reassurance that someone is in control and that something is being done to right the world.
An important feature of an employee assistance program is the ability to quickly respond with onsite intervention services when employees are exposed to a traumatic event such as the sudden loss of a colleague, acts of violence, robbery, or a workplace accident.
What should you look for when selecting an Employee Assistance program? Well, that depends on who you are. EAPs are not all the same. One size does not fit all. Before comparing employee assistance programs, carefully assess your organization’s needs.
This week, Monday, January 22nd, through Sunday, January 28th, is National Drug and Alcohol Facts Week. While the media is full of gloomy and disturbing reports about the use of heroin and opioids having reached epidemic proportions, there is some good news.
Compared to other benefits, an EAP is inexpensive. So, brokers may add a free EAP to the benefit bundle as a bonus to the purchasing employer. Similarly, some insurers will combine an EAP with their medical, dental, disability or worker’s compensation plans as an incentive to buy. Purchase one of the major plans and get the EAP included. The employer is pleased because now there is no need to look for an EAP or pay for an additional program. Good deal? Maybe not…