Page 261 - Encyclopedia of Business and Finance

eobf_E 7/5/06 3:00 PM Page 238

Employee Assistance Programs

by reducing accidents, by reducing employee absen- consent obtained for variances. Also, it is important that
teeism/turnover, by raising employee morale and decreas- an employer give employees clear warnings that such dis-
ing grievances, and by cutting back on the number of closures are permitted. Specific state privacy laws may
unnecessary insurance claims. affect the availability of such information.
Some EAP programs provide services to groups of
MODES OF SERVICE employees during a crisis. For example, a team of coun-
selors from an EAP may work with an entire department
Today’s EAPs differ from their predecessors in the mode of
service they deliver. It would be impossible to describe all affected by a violent workplace incident.
variations that exist, but a short description of several of
the most common varieties will provide some insight. EAPS CAN DETER VIOLENCE
Some EAPs are just a hotline. Employees are encour- Stress at home or on the job, burnout, or relationships
aged to call a particular number and ask for help. The that have soured can result in violent acts at work. Experts
EAP provides the names and numbers of local public serv- estimate that more than 100,000 incidents of workplace
ice agencies that may be able to address employees’ per- violence occur annually in the United States. The typical
sonal problems. Alone, this just barely qualifies as workplace killer is a middle-aged man, most likely a loner
employee assistance. However, a hotline in conjunction frustrated by problems on the job with few personal con-
with other services may prove helpful in attracting fearful tacts outside the workplace. One study showed men were
employees for whom anonymity is essential. And hotlines responsible for 98 percent of all violence committed at
can be extremely beneficial when depression is a serious work. The average age was 36, and firearms were used 81
problem. percent of the time. Following workplace homicides, one-
Other EAPs amount to no more than a single indi- fourth of the murderers killed themselves.
vidual in the personnel department or the medical office Workplace violence, whether it involves harassment,
who can direct an employee off-site on the basis of his or threats, or physical attack, is a serious and growing prob-
her problem. This is not much better than the hotline, lem for employers. Lack of attention to the issue can mean
and employees may not go near the office for fear of being lost lives, discontent, and fear among employees, as well as
labeled. Employees required to report to this office tremendous cost to companies.
because of poor performance evaluations and fear of los- Corporations without preventive measures are partic-
ing their livelihoods may complain about the lack of con- ularly subject to lawsuits and higher costs. The best way to
fidentiality. prevent workplace violence is to have an effective
A few very large companies have elaborate on-site employee assistance program. Other precautions compa-
EAP divisions with full staffs, including doctors and nies can take to prevent violence are establishing clear
nurses. Or several geographically close companies with guidelines on appropriate behavior, screening applicants
similar concerns or products may join together to form an carefully, training employees to identify warning signs,
EAP consortium that contracts with a consulting EAP and setting up procedures for managers to respond to cries
organization to provide services to employees from each for help. Companies also should look closely at the proce-
site. dures they use when they terminate employees. Perhaps
Most EAP providers emphasize the confidential most important is maintaining a healthy work environ-
nature of their services and will give the employer numer- ment. It really boils down to one person’s relationship
ical information only, without divulging names of EAP- with another and whether or not the environment fosters
assisted employees. Otherwise, many employees would be mutual respect.
hesitant, if not totally unwilling, to admit a personal prob-
lem for fear that it would jeopardize their job status or EXTERNAL PROVIDERS
chances for promotions. A unique feature of employee assistance programs is the
However, there may be situations in which an dual responsibility that its professionals have toward both
employer may need to know certain types of information. the companies they work for and the individual workers
For example, when an employee is engaged in dangerous in those organizations who require assistance. The special
duties, supervisory personnel may need to know general responsibilities toward the organization go beyond those
information about the employee’s condition for safety rea- that social workers have toward their agencies because the
sons. Therefore, the employer’s promise of confidentiality occupational setting also is a client to which they have
and privacy to employees is extremely important. What- service obligations. At times this dual responsibility cre-
ever level of confidentiality the employer establishes must ates ethical dilemmas for practitioners. The very existence
be maintained; notice must be given to employees and of a well-functioning EAP is a major source of assistance

238 ENCYCLOPEDIA OF BUSINESS AND FINANCE, SECOND EDITION