Use of EAP. as an Employee Management Tool. Presented by Ken LeBeau, MS, LP, CEAP, Director Cigna Employee Assistance Program

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1 Use of EAP as an Employee Management Tool Presented by Ken LeBeau, MS, LP, CEAP, Director Cigna Employee Assistance Program

2 Seminar Goals Understand the benefits of the EAP Learn how to use the EAP as a management tool Learn the steps to successfully refer troubled employees to the EAP 2

3 What is an EAP? An EAP is a benefit that is paid for by the company to assist employees and their household members in obtaining help for a wide variety of issues. These problems may include: issues with family, alcohol, drugs, emotions, stress, legal or financial questions. 3

4 Benefits of the EAP Face to Face Sessions Confidential Prepaid Unlimited Telephonic consultation Available 24 hours a day, 7 days a week Household Benefit Work/Life Support such as: eldercare, childcare and pet care Financial Services and Legal Services 4

5 Why should you refer an employee to the EAP? It demonstrates compassion and caring for your employees It can prevent personal issues from interfering with workplace functioning It may help protect your company from liability and litigation

6 Human Resources Company policies and procedures Progressive discipline Performance management team The EAP Consultations/behavioral expertise Referrals for assessment/counseling The Manager/ Supervisor Communicates expectations/consequences Monitors performance

7 How can you use the EAP? Consultation for managers, supervisors, and human resource staff regarding employee behavior/performance problems Assistance with safety planning and intervention around potential workplace violence issues or suicide concerns Formal referrals to the EAP as part of performance improvement plans Informal referrals to the EAP 7

8 Management consultation A quick and convenient source of information, advice, and assistance for a wide variety of managerial issues Relieves you of the burden of handling employee issues alone Saves you time so you can focus on your other job responsibilities May lead to referral of an employee to the EAP Helps to assure a more satisfied and productive workforce

9 Informal EAP referrals Employee reveals personal problem to you No major performance problems Tell employee about the EAP and give them the number Employee calls the EAP him/herself Manager is not involved further

10 Formal EAP referrals Pattern of performance problems You want to use the EAP as part of a corrective action plan You want reports on compliance with EAP recommendations Referral may be mandatory, for example continuation of employment referral (consult your Human Resource Department)

11 Job performance issues Reduced productivity or work quality Absenteeism and tardiness Bizarre and/or disruptive behavior Sensitive issues Concentration problems

12 Job performance issues Erratic work habits Concern about possible substance abuse Emotionally upset or angry employee Interpersonal conflicts; confrontations with co-workers and/or customers Concerns about threatening statements or behaviors, i.e., danger to self or others in the workplace

13 How to approach employee performance problems Identify the work performance issue(s) at hand Don t try to diagnose or make assumptions Consult with your human resources contact Choose an appropriate time and place to have the discussion 13

14 Tips for speaking with your employees Validate the relationship Clearly state the problem Explain the consequences of the problem State the changes required in specific, behavioral terms with time frames State the consequences of failing to meet the expectation or outcomes

15 What to do after the employee performance discussion Contact Human Resources Document your Action Plan Continue to document any substandard work performance Document any improved work performance

16 Critical incidents The EAP can provide on-site or telephonic support to employees after a traumatic or tragic event. An EAP Provider can come to the workplace to facilitate a group meeting and/or meet with impacted employees individually. The EAP can provide the workplace with informative handouts on a number of related topics. 16

17 Examples of critical incidents Death of an employee or family member on or off site Workplace injury or accident Natural disaster An act of violence at or near the workplace Robbery Job termination, group layoffs

18 Goal of critical incident response To return employees to normal, productive functioning as quickly as possible by addressing the following: Need for information Need to talk about it Need to understand one s reactions physical, mental, emotional and interpersonal Coping skills

19 Summary Working with an EAP Consultant can help you determine a plan of action that may include: A conversation with the employee An informal or formal referral to EAP A request for on-site EAP services Using the EAP can make your job easier and less stressful.

20 "Cigna" is a registered service mark and the "Tree of Life" logo is a service mark of Cigna Intellectual Property, Inc., licensed for use by Cigna Corporation and its operating subsidiaries. All products and services are provided by such operating subsidiaries and not by Cigna Corporation. Such operating subsidiaries include Connecticut General Life Insurance Company, Cigna Health and Life Insurance Company, and HMO or service company subsidiaries of Cigna Health Corporation and Cigna Dental Health, Inc / Cigna

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