Employee Assistance Program (EAP)
Purpose and Objectives
Abstract
Guidebooks/Information Papers/Documents
The purpose of the Army Employee Assistance Program (EAP) is to restore employees to full productivity; to help civilian employees and their family members whenever feasible, with problems that may affect their well-being and their ability to do their jobs.
Objectives
Ensure that:
- Quality and confidential Employee Assistance Program services are available to all Department of Army Civilian (DAC) employees.
- All new DAC employees are promptly trained on the availability of EAP services.
- All supervisors of civilian employees receive training on the signs and symptoms of substance abuse and how and when to make proper use of EAP services. Annual training be conduct for 33% of assigned supervisors.
- The purpose and availability of EAP services are actively promoted and publicized throughout the year.
- Annual training on such topics as stress management, EAP services, the prevention of violence in the workplace, etc, be conducted for at least 20% of the civilian workforce.
The U.S. Army has an Employee Assistance Program (EAP), which is designed to provide free, confidential services, to include; screening to identify the employee's problem, short-term counseling and, when appropriate, a referral to a facility or program (within or outside the Army) that can assist the employee in resolving his or her problem(s). It is the employee's responsibility to follow through with this referral, and to make the necessary financial arrangements for this treatment, as with any other medical condition.
EAPs are available for employees who have alcohol and/or drug problems and are seeking assistance and desire the opportunity to become fully productive members of the workforce. Managers and supervisors are urged to become familiar with their EAP and to make referrals and/or recommend to employees that they seek help through the installation EAP. Participation in the EAP is voluntary and, ultimately, it is the employee's decision to participate or not.
In addition to substance abuse problems, the Army EAPs provide comprehensive short-term counseling and referral services to help employees achieve a balance between their work, family, and other personal responsibilities. Job effectiveness can be adversely affected when employees are faced with mental or emotional problems, family responsibilities, financial or legal difficulties, or dependent (child/elder) care needs. EAP services can be extremely important in the prevention of, and intervention in, workplace violence incidents.
Public Laws 96-180 and 96-181 authorized Federal agencies to provide short-term counseling services, to the extent feasible, to employees and their family members who have substance abuse problems. Public Law 99-570,The Federal Employee Substance Abuse Education and Treatment Act of 1986, and title 5 Code of Federal Regulations (CFR) Part 792, require Federal agencies to establish appropriate prevention, treatment, and rehabilitative programs and services for alcohol and drug abuse problems for Federal civilian employees.
Executive Order 12564 requires Federal agencies to establish drug-free Federal workplace programs, including an Employee Assistance Program (EAP) as an essential element in achieving a drug-free workforce. Agencies must refer all employees found to be using illegal drugs to the EAP for assessment, short-term counseling, and referral for treatment or rehabilitation, as appropriate.
Confidentiality is the corner stone of an effective EAP. Employee confidence in the competence and trustworthiness of the EAP staff plays a key role in program success. EAP staff must be familiar with the provisions of the Privacy Act ( 5 U.S.C. 552a(b)) as well as the Alcohol and Drug Patient Confidentiality Regulation provisions contained in 42 CFR. Part 2.
The promotion of EAP services is crucial to the success of any program. Without timely and accurate information about the availability, purpose, services, and confidentiality requirements of the EAP, employee utilization of the EAP services will suffer. Greater awareness and confidence in EAPs as a valuable tool for dealing with with the complex issues of alcohol and drug abuse, as well as other difficult problems, yield increased employee participation. Some effective methods used most frequently include: e-mail messages to employees; new employee orientation programs; EAP publicity at installation health fairs; supervisory handbooks; lunchtime awareness programs, special briefing and seminars for managers, employees, union stewards, installation leadership.