Employee Assistance Program (EAP)
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EAP
BENEFITS
EAP is a valuable resource to help employees who may be having a personal
issue that is troubling to them. Sometimes the issue has a job performance
impact; in other cases it may not. EAP's deal with any of the following
issues:
- Depression and anxiety
- Stress at home or at work, problems with a co-worker, supervisor, etc.
- Alcohol and substance abuse (in yourself or a family member)
- Family problems (divorce, remarriage, blended families, teen problems,
"adult children" still living at home, etc.)
- Sleep problems (screenings for possible sleep disorders, education
about good sleep hygiene, and referrals to community resources for sleep)
- Financial concerns
- Marital and relationship issues
- Other "addictions" (internet, gambling, food, etc.)
- Caregiver resources and counseling, if you're caring for an aging
parent, spouse or loved one
- Emotional and interpersonal problems
- Legal concerns and referrals
EAP is available to employees, spouses, children, as well as anyone living
in the empoyee's household for 1-3 free visits. If an employee has used EAP
for one type of problem and a new problem is identified, an additional three
visits are available. Although EAP does not perform long term treatment,
after the initial diagnostic or crisis visits are exhausted, if the person
needs more counseling in order to resolve the problem, every effort will be
made to link the employee to providers who are part of their general health
insurance plan. Please note that you need not have Cigna Health
Care as your designed health plan in order to use the free EAP benefit (1-3
visits per calendar year, per family member per "identified problem")
available to you through Cigna Behavioral Health. EAP is provided via CBH
to all employees, their immediate family members, and retirees no matter
what their designed health plan is.
Self Referrals
Most employees who seek EAP services are "self-referred," because they
heard about EAP through a co-worker, or attended a talk, saw a poster, etc.
If an employee is self-referred, no contact is made with any supervisor and
the help is completely confidential. Employees are urged, if they are
self-referred, to make appointments that do not interfere with their normal
job responsibilities, or if they choose to discuss their EAP involvement
with their supervisor they make appointments that coordinate with
departmental coverage needs.
Job Performance Referrals
If an employee's job performance has been affected by an issue
that impacts on his/her ability to meet normal job standards, the employee
might be referred by the supervisor or manager. The types of job performance
problems that might warrant EAP involvement are:
- Absenteeism and lateness
- Conflicts with co-workers or supervisor
- Declining overall job performance
- Poor communication style with supervisor
- Lack of follow-through on job responsibilities
- Not adhering to Lab safety or fitness-for-duty policies
In any of the above situations, the employee's situation would be
individually assessed. If any safety or fitness-for-duty issues are
identified, they will be handled according to established protocol in
Personnel Manual: 19.0 Alcohol and Substance Abuse.
Last Modified: April 25, 2008
Please forward all questions about this site to:
EAP Manager
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