Mercy Medical CenterMercy Medical Center

Employee Assistance ProgramEmployee Assistance Program

Supervisor TrainingSupervisor Training

Supervisory Training Agenda

Benefits of the EAP & Wellness Goals of Supervisor Training Supervisor/Manager Role Types of Referrals Signs and Symptoms of the Troubled

Employee Managing the Troubled Employee Confidentiality & Reporting Summary

Benefits of the EAP

EAP Sessions CONFIDENTIAL 24-hour Emergency

Availability Convenient Locations

All Family Members CoveredMulticultural ServicesLegal/Financial ConsultingElder/Childcare Referrals

EAP Sessions

Your Employer is providing you and your family members:

*Up to (6)* six Face to face sessions per year provided by your employer. *Limited to 3 sessions per 6 months in CA.*Limited to 3 sessions per 6 months in CA.

EAP is a short-term approach for diagnosis, referral, and/or problem resolution.

All Services are Confidential

24 Hours

Medical answering service available for after-hours calls.

On-call counselors are available.

This is not an Emergency Number. Call 911 if there is an emergency.

Work/Life Benefits

Childcare Referrals

Eldercare Referrals

Legal Service

Financial Services

Confidentiality

For self-referrals, no information gets back to the company that the employee accessed the EAP. The utilization report has no names on it.

Supervisory referrals allow ACI to monitor compliance and attendance – session information is strictly confidential.

Goals of Training

To understand the EAP services as a resource to employees and their family members.

To learn to recognize signs of troubled employees.

To understand how to initiate “Supervisory Referrals.”

Live ‘N Learn Seminars

• Highlights the EAP Services• Balancing Work and Family• Stress Management• Personalities in the

Workplace• Fun, Entertaining &

Educational• Many Wellness topics

addressed• Bring Your Lunch!

CISD ResponseCISD= Critical Incident Stress DebriefingCISD= Critical Incident Stress Debriefing

Typical Examples Include:•Death of an Employee•Severe Injury•Prolonged /severe Illness•Work/place violence•Any traumatic event that impacts employees

How can a CISD help Employees?•Provide means of emotional expression•Inform individuals of stress, reactions and coping methods•Assess individuals coping skills & make referrals if necessary•Decrease in Distressing symptoms and onset of PTSD•To Dispel myths and reduce blame/self-blame•Provide Structure and stability•And much more

Companies Commitment:•Decrease Companies Exposure•Provide Structure and Stability•Dispel Myths and reduce Blame•Promotes companies commitment to employee overall well being

It is difficult to determine the impact of an unexpected and traumatic event. People can respond It is difficult to determine the impact of an unexpected and traumatic event. People can respond to the same traumatic event in many different ways. In such events, ACI would have a to the same traumatic event in many different ways. In such events, ACI would have a professional counselor on site who would be able to talk with and how they can cope and help professional counselor on site who would be able to talk with and how they can cope and help others cope with such events.others cope with such events.

Supervisor/Manager Role

To expect good job performance. To provide a safe work environment. Make sure the job gets done. Ensure quality in the product/service.

To do this the manager must: Know what it takes to get job

done. Know the employees’ abilities. Know if there is a change in either. Communicate job expectations.

Signs and Symptoms

Absenteeism On-the-Job Absenteeism Difficulty in Concentration Appearance Confusion Spasmodic Work Patterns Generally Lowered Job Efficiency Poor Employee Relationships

Stages of Addiction & Alcoholism

Early Stage

Middle Stage

Late Stage

Workplace Violence

Some indications of impending violence: Overreaction to changes Threats, even in jest History of antagonistic or violent behavior Blaming of others for serious problems Repeated policy violations Vague references to a “plan” to “get even” Mood swings or substance abuse Repeated references to weapons

Managing the Troubled Employee

Recognition Documentation/Consult with H.R. Discussion

Job Performance Improves orJob Performance Problems Continue

EAP Interview Follow-Up

Supervisory Referrals

EAP is not a part of the disciplinary process.

100% confidential unless employee signs a release of information.

Excellent resources to get problems solved.

Types of Referrals

Self-Referrals- An employee or family member contacts the EAP directly.

Supervisory Referrals- You recognize that an employees’ job performance has deteriorated and that continuing or emerging patterns of behavior are cause for concern.

Types of Job Related Supervisory Referrals

Positive substance screen result Refusal to submit to substance screen Frequent/unexplained absenteeism/tardiness Absent from the worksite while on the job Difficulty in working with others Inconsistency in quality/quantity of work output Extreme irritability/anger Insubordination/Questioning authority Disregard for the safety of others

Summary

Promotes early intervention for employees personal problems.

Reduces employee absenteeism and low productivity.

Facilitates good mental health which reduces overall health care costs.

Communicates the company’s commitment to their employees’ well being.

Do you need someone to talk to?Talk to us!

Confidential help at your fingertips…

• Email access is eapinfo@acieap.com

• Toll free number is (800) 932-0034