Welcome to theSeattle Public SchoolsEMPLOYEE ASSISTANCE PROGRAM

An Orientation for Employees

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Why is an EAP needed?

Personal problems can negatively affect our job performance:– Cause absenteeism or

lateness – Alter behavior or attitude – Cause carelessness – Increase personal risk– Affect decisions,

demeanor, and interactions

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What is an EAP?

• Helps employees and their families identify and resolve personal problems and concerns, including:

– Financial and legal– Interpersonal conflicts– Stress

– Emotional and psychiatric – Alcohol and other drug-related – Marriage and family

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What is an Employee Assistance Professional?• Specially trained and experienced at

– Listening– Asking the right questions– Gathering information– Helping to decide the best

course of action

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You should know that …

• When you meet with an employee assistance professional, he or she will:

– Greet you– Set you at ease– Listen– Help clarify the problem– Discuss options for resolution– Formulate a plan of action

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The Value of EAPs• Access to a free, professional, and confidential

resource can help employees resolve personal problems, reducing:– Absenteeism– Accidents– Low productivity– Injuries– Higher workers

compensation costs– Turnover– Interpersonal conflict on the job– Low morale

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EAPs Help Improve Job Performance• EAPs work with groups of employees

and work teams to:

– Provide education and training on health, wellness, and human relations

– Manage critical incident stress – Develop organizational policies– Help employees improve productivity– Advise the organization

on its behavioral health benefits/insurance plan

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Confidentiality is Key

• Identity is protected by confidentiality laws or provisions and the right to privacy

• Exceptions that permit disclosure:– Where a person's life is threatened – Where the abuse of a child or elderly

person exists• Information will not be

shared without written permission

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Important Information

• The EAP is non-disciplinary. – Not a substitute for disciplinary action– May not be the cause or reason for a

disciplinary action• No interference with

administrative or supervisory practices – It is not a “safe harbor” – You are still responsible for

satisfactory job performance• There are no fees for

EAP services

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Important Information

• The EAP is not a psychotherapy service or a treatment program

• The EAP is voluntary– However, policies or regulations may mandate

that management make a supervisor referral to the EAP

• Seeking help from the EAP cannot adversely affect you– You cannot have your job

security or promotional opportunities jeopardized

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What Kind of Problems, Issues, and Concerns?• The EAP is available to help you or your

family members resolve any personal problem … – Life management issues– Emotional problems and mental health issues– Alcohol and drug-related problems– Job-related problems

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Additional Information

• An important EAP service is follow-up• The EAP won’t compete with other

resources in the organization that are available to help you

• It is not a substitute for the advice and counsel of your personal physician

• It is not a provider of medical care or health services

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Referral to the EAP

• The EAP is accessed primarily by self-referral

– The employee or family member makes a personal decision to contact the EAP

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Types of Referrals

• Supervisors or managers may also refer employees to the EAP when job performance problems exist– The basis of the referral

evidence of problems with performance: conduct, attendance, quality of work, etc.

Thank you for taking the time to learn about EAP.

To contact EAP call206-252-4800

Emaileap@seattleschools.org

or visit our websitehttp://inside.seattleschools.org/area/eap