This employee assistance program (EAP) policy template is ready to be tailored to your company’s needs and should be considered a starting point for setting up your employment policies.

• The Employee Assistance Program (EAP) is a formal, volun­tary, non-disciplinary program designed to assist employ­ees and their immediate families in their efforts to resolve personal issues that may impact adversely on work perfor­mance, personal well-being, or both. Issues may include, but are not limited to: (a) substance abuse; (b.
• Having an EAP is a cost-effective investment that not only improves the lives of employees, but also their performance at work. When employees have the resources available to address stressors in their personal life, they are able to focus more of their attention on their duties in the workplace and not as much on what happens when they go home.
• Most EAP providers can refer individuals to counseling services for dealing with addictions, including problem gambling. Still, even as employees with drug addictions are offered counseling.

Cascade Centers Inc. Fir Loop Suite 100 Portland, OR (503) 639-3009 1-800-433-2320 info@cascadecenters.com.

Policy brief & purpose

Our employee assistance program (EAP) policy outlines our provisions for supporting our employees through hardships, worries and crises in their personal or work lives.

EAPs are confidential counseling programs that help employees and their families cope with stress, mental illness and other issues. They are part of our broader mental health policy.

We strive to ensure our employees are healthy both mentally and emotionally. Whether it’s a slight feeling of worry or a more serious problem, we want employees to feel free to reach out to our EAP.

Scope

This policy applies to all our employees. Employees’ children and spouses/domestic partners may also benefit from our program’s services.

[Our EAP official] manages our EAP and is responsible for updating managers and employees on relevant changes. The program official should inform union representatives of our program’s provisions, so they can assist their union members.

What is the scope of issues the EAP addresses?

Our EAP can help employees with various work-related and personal problems. Examples are:

• Personal worries, doubts or fears
• Grief (death, mourning, separation)
• Work-related stress/ problems with colleagues
• Addiction (e.g. substance abuse, gambling, smoking)
• Domestic violence
• Health issues
• Financial problems
• Retirement

This list isn’t exhaustive. Our EAP supports anyone who experiences problems that affect their well-being and work performance.

Also, our EAP is open to those who need advice on how to assist someone else (colleague, friend or family member.)

To communicate our EAP and encourage employees to use it, we will place leaflets on [the front-office] and include our program’s services in newsletters, bulletins and other mediums.

Policy elements

How employees can access our EAP

Employees can reach our EAP through:

• Our free 24/7 hotline on [insert phone number.] Calls outside of business hours will be answered by counselors trained in crisis management.
• In person at the EAP official’s office, from [10 a.m. to 4 p.m. Monday to Wednesday.]
• Email at [insert email address.]

Although any communication from the employee is strictly confidential, we advise employees to be careful with what they disclose through email for fear of cyberattacks that may compromise their confidentiality.

What are the services of our EAP?

Our employee assistance program includes:

• [Counseling services]
• [Consultation sessions]
• [Crisis stress management]
• [Mental illness assessments and referrals to experts close to employees’ homes]
• [Referrals to experts for assistance in financial planning or legal counseling]
• [Job orientation for employees’ children]

Who is involved in our EAP?

Our EAP employs:

• An EAP Official who may be an external professional or a HR employee who has received relevant training. This person coordinates our EAP and acts as a point of reference when needed.
• Trained specialists who undertake counseling, consultations, confidential assessments and referrals.
• An external network of professionals (e.g. psychiatrists, psychologists) to whom we can refer employees in need. These professionals’ fees may be covered by our insurance policy. Alternatively, we can offer consultations with psychologists, lawyers or other professionals with a discount of up to [25 percent.] Contact the EAP official for more information.

Managers’ responsibilities

Managers should:

• Be open to answer questions from employees and refer their team members to the EAP official when appropriate.
• Be vigilant in spotting employees who may face issues and refer them to our EAP when appropriate.

Managers can reach out to our EAP official to seek advice on how to approach employees in need.

EAP review

We want to ensure that our EAP meets employee and company needs. For this reason, we will establish a [biannual] review cycle for our EAP. This will include sending out an anonymous survey asking employees for feedback and ideas.

Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy.

Further reading

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Terra Braatz, MSE, LPC, NCC

Eap Gambling Advice

Terra Braatz graduated from the University of Wisconsin-Oshkosh with a Master’s Degree of Science in Education. She is the supervisor of EAP and in charge of contract management and corporate consultation. As a licensed professional counselor and nationally certified counselor she sees individuals, couples and families struggling with a wide variety of mental health concerns. She has previously worked with inmates in need of specialized mental health treatment and crisis management. She also enjoys providing services to a diverse university student population.

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