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Item Information   Holdings       More by this author     Smith, Debra Lynn.     Subjects     Employee assistance programs     MSEM Thesis.     Browse Catalog     by author:      Smith, Debra Lynn.       by title:      Employee assistance ...         MARC Display

Employee assistance programs (EAPs) / Debra Lynn Smith. by Smith, Debra Lynn. Subjects Employee assistance programs   MSEM Thesis. Description:  vi, 58 leaves : ill. ; 29 cm. Contents:  Two primary means are used by work organizations to engage employees in the counseling and referral process. First, EAPs try to attract voluntary referrals through employee education. Employees are encouraged to seek confidential counseling and referral for assistance. History of EAPs -- Types of EAPs -- Drug problems in the workplace -- How to evaluate and start an EAP -- As a manager -- your role in employee health -- Examples of success -- Future issues and trends -- Advantages and disadvantages of EAPs -- Summary and opinions -- Appendix A) Evaluating EAPs B) Behavior, feelings, behavior analysis checklist for supervisors -- Notes. The purpose of this thesis is to describe Employee Assistance Programs as a method of helping employees deal with alcohol, drug, or emotional problems, so that the employees can regain their health and individual productivitiy. The following are advantages to having an EAP: employee's alcohol, drug, or emotional problems can be detected early, when treatment is less expensive and has a higher success rate. Reduced health care costs in subsequent years. Helps employees maintain full productivity. Increased product quality. Decrease in injuries, damaged equipment, theft, absenteeism, fatalities, tardiness, and time off. Reduce social costs of crime and cost of criminal justice system. Reduced homicides, suicides, domestic and sexual violence. Reduction in turnover, grievences, sick leave, and off the job accidents. This thesis also discusses types of EAPs, how to evaluate and start an EAP, drug testing as a future trend, and the manager's role in employee health. Second, managers and supervisors are encouraged to refer their problem employees for coundeling and referral. Without management referral, employees with alcohol and / or drug problems are unlikely to seek help from EAP programs because these employees deny that they have these problems. They must be brought to face their problems in a very direct and forceful way. Employee Assistance Programs present that opportunity. The first step to estabishing an employee assistance program is to develop and publish a clear policy concerning alcoholism and various other problems that interfere with job performance. It must assure employees that participation in the EAP will be kept confidential and record will not become part of their personal files. Supervisors need traning if they are to be effective in the rehabilitative process. They must be counseled in how to maintain an objective, consistent approach to the problems of the troubled employee and must be helped to understand how the employee's behavior in impacting thier own behavior.   Copy/Holding information Location Collection Call No. Status   Walter Schroeder Library Master's Theses AC805 .S658 1992 Available Add Copy to MyList Format: HTMLPlain textDelimited Subject:   Email to:

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