bhs eap supervisor orientation 2014

Solutions for a Healthier WorkplaceSM

PROPRIETARY AND CONFIDENTIAL ©2014 Business Health Services

Supervisor Orientation

Employee Assistance Program

CONFIDENTIAL & PROPRIETARY



A national Employee Assistance and Workplace Wellness

Provider headquartered in Baltimore, MD. Business Health

Services (BHS) specializes in offering workplace wellness

solutions including:

» Employee Assistance

» Employee Wellness

» Workplace Trainings

» Organizational Development

» Critical Incident Stress Management

Who is Business Health Services?

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Employee Assistance Programs are free company-sponsored benefits

which provide employees and their household members with

confidential assistance to help with family, personal, or work-related

problems.

Services include:

Short-term Face-to-Face or Telephonic Counseling Services

Supervisory/Management Consultation

Informational Website

Liaison with Health Insurance Carriers

Community/Resource Referrals

What is an EAP?

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The EAP service is a benefit provided and paid for by your employer.

All EAP services are provided to you and your household members at no cost.

Payment for resources beyond the scope of the EAP may be covered by health insurance.

BHS will assist you in locating cost-effective resources when additional or follow-up services are needed.

Who Pays for EAP Services?

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EAP offers fast, effective, &

professional solutions.

Everyone has personal or work-related problems

that may occasionally become unmanageable.

When this happens work performance may

deteriorate. Many of these problems can be easily

resolved with early intervention.

Why Would I Use the EAP?

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What Types of Issues Does an EAP address?

RelationshipsSpouse/ Kids

Boss/ Co-worker

Customers

Friends

Life ChangesMarriage/ Divorce

Birth/ Death

Promotion/ Retirement

Role Changes

RisksDepression/ Anxiety

Suicidal Thoughts

Burnout/ Anger

Alcohol/ Drug Abuse

Life ChallengesStress/ Conflict

Financial/ Legal

Parenting

Responsibilities/ Illness

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Benefits for the Employer

Increased customer satisfaction

Promotion of employee wellness

Reduced healthcare benefit costs,

absenteeism/presenteeism and

disciplinary actions

Improved productivity and morale

Benefits for the Employee

Free, confidential, 24-7 telephonic

access to professional counselors

and wellness resources

Free face-to-face or telephonic

assessments and short-term

counseling by local counselors

One contact to assist in

coordinating resources to meet

the employees emergent needs

Client follow-up to ensure

satisfaction

BHS Benefits

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A full assessment with problem solving sessions to be

received Per Problem Episode

Referral Service and Liaison with Community Resources

including Health Insurance Carriers

Unlimited, Toll-free Telephonic Consultation

Access to a panel of EAP Professionals nationwide

24/7, 365 day a year access to EAP Services

EAP Benefits for Your Company

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You will connect with a Care Coordinator who will

conduct a thorough assessment of your needs. The

Care Coordinator will serve as your guide through

the EAP process.

Benefits of working with a Care Coordinator include:o Assurance that all of your emergent needs are satisfied.

o Assistance connecting to the most appropriate local resources.

o Assistance facilitating communication with all parties involved in

the case.

o Regular follow-up to ensure satisfaction

What Happens When I Call?

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What Happens at an EAP Session?

Client and clinician

devise a plan for

problem resolution.

Clinician provides

short-term

counseling.

Clinician supplies

problem-solving

resources, outside

referrals, and follow-

up services

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YESShared information is held in the

strictest confidence.

BHS follows all State and Federal

regulations for counseling.

We do not release information

without your written consent or

requirement by law.

Will the EAP Counselor Really Keep My

Problems Private?

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Online Resource Library:

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This comprehensive site offers a variety of articles, resources, online videos, and assessment tools related to general and mental health, legal and financial issues, and work and family balance.

Here is a sample of some of the topics you can view on the site:

Enhanced Website Services

Grieving

Heart Health

Investing

Pregnancy

Small Business

Adoption

Buying a Car

Debt and Bankruptcy

Eating Disorders

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SUPERVISORY RESOURCES

How can I best utilize the EAP in my role as a supervisor?

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How can you enhance the morale of your workplace?

How can your past experiences positively affect your current role?

What made your working relationship with your previous supervisors beneficial?

What do YOU value in a supervisor?

Characteristics of a Good Supervisor

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Observe and document work performance.

Leverage all tools and resources available to

perform at a high level, e.g., unlimited telephonic

management consultation provided by your EAP.

Provide leadership skills and make sound

decisions.

The Role of the Supervisor

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Cost of Personnel Problems

Measurable Administrative Losses

Absenteeism

Overtime Pay

Tardiness

Sick Leave Abuse

Disability Payments

Accidents

Hidden Losses

Diverted Supervisory Time

Friction Among Employees

Damage to Equipment

Poor Decisions

Personnel Turnover

Premature Death

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Self Referral

Informal Supervisory Referral

Formal Supervisory Referral

Mandatory Supervisory Referral

Types of Referrals

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• Any employee may contact BHS to seek

information, schedule an appointment, or

discuss a personal problem.

• A self-referred employee seeking assistance can

do so with complete privacy.

Self Referral

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• This referral should be used when a Supervisor notices a

change in an employee’s performance and/or mood and

encourages the employee to consult the EAP for help.

• A supervisor can informally refer an employee to the EAP

by:

Promoting the EAP services as a resource.

Informing the employee services are free and confidential.

Strongly encourage the employee to contact BHS.

Remind the employee that a professional can assist them with whatever

problem is affecting his or her performance.

Informal Supervisory Referral

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• This referral should be used for an employee whose once

acceptable performance is deteriorating and you may

have already tried making an informal referral. Examples

of appropriate reasons for a formal referral would

include:

Absenteeism/tardiness/extended breaks

Decline in work performance

Behaviors that disrupt the workplace

• Used as a resource for the employee to seek assistance

and improve their work performance before disciplinary

action is necessary.

Formal Supervisory Referral

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• This referral should be used when an employee violates a

major company policy. Supervisors should follow

company procedures to react appropriately. Examples of

appropriate mandatory referrals include:

Violence in the workplace/threatening behaviors

Violation of substance abuse policy

Inappropriate use of office equipment

Harassment

• Only used when there is a serious policy violation or

risk of termination if the employee does not comply or

improve behaviors.

Mandatory Supervisory Referral

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All referrals to the EAP are a resource for resolving work-related and

personal problems.

Compliance is the responsibility of the employee or they may be

subject to normal disciplinary action.

If a release of information is signed, BHS will serve as the liaison

between the employee and the company offering information about

compliance and treatment recommendations.

Additional Points

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5 Steps to Making a Formal or Mandatory Referral

1 2 3 4 5

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Internal Barriers

Uncertain about what to say.

Feeling responsible for an

employee’s poor performance.

Worried about harming the

employee’s career.

Concerned that confronting the

employee will make the problem

worse.

Exterior Barriers

Enabling behaviors by staff.

Lack of support from upper

management.

Inappropriate behaviors of the

troubled employee.

Barriers to Formal Referrals

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Confidentiality

Disclosure with Consent

The consent will document what

information, to whom, and the

purpose of disclosure.

Disclosure will only be released to

the contact listed on the consent

form.

Standard information released

includes compliance reporting and

treatment recommendations.

Disclosure without Consent

Probable or imminent risk of

suicide.

Probable or imminent risk of

homicide or grave bodily harm to

another person.

Possible abuse or neglect of a

child or vulnerable adult.

Probable threat to national

security.

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Password-protected online resource library and interactive website: www.bhsonline.com.

Tip sheets for a healthier workplace and total wellbeing.

Unlimited supervisor referrals and telephonic consultation.

Resources

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http://www.bhsonline.com/



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COMPANY SPECIFIC LOGIN & CONTACT INFORMATION.

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