Showing posts with label EAP employee assistance program. Show all posts
Showing posts with label EAP employee assistance program. Show all posts

Thursday, June 18, 2020

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In 1994, we started the Frontline Supervisor EAP newsletter (see page 61) to save lives and reduce risk with more formal supervisor referrals to EAPs. After incredible success, we launched several more newsletters, including FrontLine Employee, as well as PowerPoints, videos, DVDs, web courses, tip sheets, conversion services, EAP posters, and more.
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WorkExcel.com creates industry-leading products that we 100% guarantee will make the impact you want – but that’s not all. We engage the HR-workforce management and the EAP community to help us identify cutting-edge solutions that will help you do your job better.

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Our relationship with you doesn’t end after you make a purchase. We are committed to helping you discover how to best use what we offer. So, stay in touch. Let’s collaborate. Together, we can thrive.
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Wednesday, January 20, 2016

Employment Practices Liability Education of Supevisors by (EAP) Employee Assistance Programs

Everyday, supervisors face the need to resolve difficult and critical people problems. Intermingled with their decisions in managing these situations are tripwires that can cause large legal problems for themselves and the organization. Serious and unintentional mistakes can lead to severe organizational crises of a legal nature. So, it makes sense to educate yourself as an EAP Employee Assistance Program about "employment practices liability", all the possible forms it takes, and consider claiming the high ground as an educational resource if no one else in your organization (or the organization you serve) is playing this crucial and preventative role.  Here's the bottom line: If EAPs (meaning true core technology programs, please!) are primarily responsible for consulting with supervisors about troubled employees, and within the organization are seen is the front line contact for such assistance, then EAPs also have the most strategic role for reducing risk of employment practice related lawsuits as consultants to front line managers. So, let me ask if you have a good, solid, in-depth book on supervision malpractices, employment practices liability, and the proper approach to handling the many different types of difficult people problems?  I recommend you getting Joseph D Levesque's book, "The Human Resource Problem Solver's Handbook." It is a thick, highly detailed book on tons of issues managers face. You don't have to be a heart surgeon to share healthy eating information with employees so they can have a healthy heart. Right? So the same is true for legal issues. Educate supervisors about improper and questionable supervision practices that can get them and the company sued. You don't have to hire an employment law attorney to do a seminar. You can educate yourself as an EAP about all the various supervision practices and related interactions managers experience with employees and help them steer clear of those practices that can get them in trouble.

#EAP employee assistance programs

Thursday, January 14, 2016

You're Nothing Without Confidentiality

As an EA professional, do you acknowledge clients in the hallway when they say hello? What about public settings like groceries stores? If a client approaches you in the hallway, do you fail to minimize the amount of time engaging with him or her? Do you accept invitations to Christmas parties? Are you an assistant Scout Master with the local Boy Scout or Girl Scout Troop that happens to be the same troop where an employee (not a client) in your organization also volunteers? Would you attend the wedding of an EAP client--you know, the one you helped get sober three years ago who is now an outstanding worker and is so grateful for you "single-handily" saving his life?" There is nothing inherently wrong with engaging clients in the community, but this activity--the appearance, no matter how slight, of having a different kind of relationship with one employee over another can destroy your EAP's confidentiality in a flash, demotivate and cause would-be clients to stay away, and increase risk to your organization because these same employees might also be the most at-risk. There are only three types of employees in the entire world of work on planet earth--supervisors, employees, and employee assistance professionals. This metaphor exaggerates the point I am trying to make here. You can't afford to look and be more friendly or emotionally close with clients or potential clients in your organization. And every employee is a potential client. Doing so creates a dual-relationship that undermines your appearance of neutrality-a source of confidential help. This happens because it instantly appears that you a have closer non-professional relationship with some over others. This makes you suspect as to being unable to keep a secret to some employees who have different or no relationship with those same employees. The thought will cross an employee's mind, "Can you be trusted?" Being friends or having informal social engagements with clients, employees, or supervisors is a recipe for frightening away potential clients and undermining your program. If employee X does not trust employee Y, but you appear to be friends with employee Y, what happens? Answer: X stays away from the EAP. The dominoes fall from there.


#eap employee assistance program