EAP's and . . .

janetc

We have about 45 employees and I am interested in getting information about an EAP program. Where do I start looking and is it a viable option for 45 employees?

Also, I have an ee who showed up on Friday, totally drugged out from an RX med. She apparently took it for migraines just before getting in her car to come to work. By the time the drug took affect, she was in the parking lot. We have an RN on staff who evaluated her and advised we send her home (NO KIDDING!). We called her father to come and get her. Now I find out she is talking to other employees about other employees having possible drug and alcohol abuse. Do you think she is just concerned about what others think about her and is throwing up a screen by involving "other" employees (nothing said about a particular employee, just globalizing and dumping everyone in the mix) or is this a "cry for help"?
Thanks

JM in ATL

I worked with a fabulous EAP company.

It is EAP Consultants, Inc. their website is [url]www.eapconsultants.com[/url]

They are very reasonably priced, have a great staff and would be able to help you in this type of situation.

In my experience, most employees will take the help offered and at least try to get the assistance the company is requiring. Sometimes you don't get that lucky, especially with employees who may be on the immature side.

Anyway, give them a call, I am sure you will be pleased with what they can offer.

JM

jmcaa

We are just getting ready to sign a contract with EAP Consultants, Inc. They offer great services! We are VERY excited about offering this EAP to our employees.

Erin

Hi Janet;

Check out [url]www.healthresourcescorp.com[/url] for EAP info.

Carey

You could also check with your health insurance carrier. We have had EAP's with Cigna and now United Healthcare.

janetc

Thank you so much for your information. I'll check out all the websites and avenues mentioned.

By the way, anyone have experience with Affleck?

Gillian3

Ben?

Whirlwind

Don't we wish?!

Whirlwind

I'm a proponent of EAPs and I think having one is entirely viable for a 45-employee organization. My agency had one for years (several different vendors, as we had to re-bid it every three years) but we lost it due to severe budget cuts. I have found that having an EAP facilitates the belief in most ees that the company cares about their well-being and is going above and beyond a standard, minimal benefits package. It also helps keep supervisors out of their ee's personal business which, in turns, helps ees believe that their supervisors are making more objective decisions. In short, it's a win-win. A web search on "employee assistance programs" will turn up lots of options for you.

Regarding your Rx-drugged-out, blabber-mouth ee, I think your hunch that she is trying to deflect attention from her own behavior is correct. Unless her comments/gossip become disruptive to work or harassing/defamatory to individuals, ignore them and focus on her work conduct and performance. Just my opinion, of course.

jrzgrl

There was a recent thread on AFLAC here:

[url]http://www.hrhero.com/employersforum/DCForumID16/830.html#25[/url]

Crout

A "cry for help?" Sounds like it's a cry for your company to establish a viable D&A policy. The employee should have been sent for testing. In regard to the other issue, someone in her chain of command should have a private conversation with her to let her know that her comments are disruptive to the work environment and that she should keep those comments to herself or face disciplinary action.

janetc

Her manager and I have already addressed the issue of her comments with her and have advised her that we will continue to monitor her. I have it on record (doctors notes) of the medication she is taking and why and keeping that in her medical file. We have advised her that she is not to come to work in that condition again and if there is another such incident, we will need to address it.

We do have a D&A policy, however, we've not been in a situation to implement it beyond what I've noted above.
Any other suggestions would be helpful.

Thank you!

Parabeagle

"Do you think she is just concerned about what others think about her and is throwing up a screen by involving "other" employees (nothing said about a particular employee, just globalizing and dumping everyone in the mix) or is this a "cry for help"?"

Respectfully, it's not your place to try to determine her motivation for talking about other employees' drug problems, or what other employees think of her. Your job is to deal with the objective issues that have presented themselves to you and I think you did just fine. You had an obviously impaired employee, you sent her home. End of discussion. Especially since no names were mentioned, I would chalk up her ranting about other employees as irrelevant, without any hard evidence to back it up.

I do agree, however, that if you do not have a drug and alcohol policy you need to establish one. From personal experience, I can tell you that a drug and alcohol policy without an EAP is just about half a policy. I strongly encourage you to include an EAP in your program.