It is very difficult for small employers to obtain quality, personalized EAP services because the majority of Employee Assistance Programs cater to the larger employer.
We have developed a program to assist very small employers (10-25 employees). For one low flat rate, we will provide one (1) face to face counseling session for clients who reside within the Puget Sound, WA area. If clients are outside our local area, we will provide a comprehensive telephone assessment with one of our in-house professionally trained EAP staff members. We also provide unlimited management consultations, telephone counseling and support to employees and their dependents and access to our password protected website. Our comprehensive website includes self-assessment tests, articles, resources, newsletters and much more.
The cost of this program is very minimal and can provide peace of mind to employers who have concerns about how to handle difficult employees or situations. It is always more cost effective to help current employees than to replace, recruit and retrain a new one.
If you have employees with:
We can help! The EAP can increase employee loyalty and performance. It will improve your company’s bottom line with reduced health care costs, workers’ compensation claims and reduced absenteeism and turnover.
Because we do all the EAP work ourselves, we get to know the key players within our clients companies and we understand the company culture. If you are a small business owner, you have may have questions about how to handle difficult employees and may need a professional to consult with about a certain employee or problematic employment situations. We can advise you on assisting employees with personal and or performance related issues.
If your company is too small for your own HR staff, we can refer you to our Human Resource partner who can provide you with some of the following:
If warranted, we can also refer you to employment attorneys and we will provide ongoing case management with difficult situations.
Examples if situations where we can help small business are:
1. A long term employee died over the weekend. Since the group of 12 co-workers had worked with this individual for many years, they were all very upset and had a tough time getting their work done. In addition, this employee had a specialized position that no one else could do. Our EAP provided a critical incident debriefing to the whole company to help them process their reactions and grief. We met with the company owner to allow her to process her grief, to help her plan a memorial for the employee and to make plans to replace the position that was difficult to fill.
2. An employee tested positive for drugs after a pretty serious workplace accident. We were able to provide an initial drug and aclohol assessment and then referred him to a treatment agency where he was able and willing to enroll in so that he could keep his job. We assisted the employer with a return to work agreement and monitored the employee’s progress in treatment. We have been following up with him for the past year and he has remained clean and sober and is thankful that his employer offered the EAP for help.
3. A long-term highly skilled supervisor had been accused of harassing and intimidating a subordinate. The subordinate employee complained to management. In the course of the investigation, the employee informed management that two previous employees had left because of this supervisor. The supervisor was very hesistant to reprimand the supervisor because his position was so difficult to replace. We consulted with management, helped them document the issues and they referred the employee to the EAP as a management referral. We referred the employer to our HR partner for one on one harassment training with the supervisor and she assisted the employee and employer with a performance improvement plan. We also provided support to the subordinate employee.
For more information about how we can help your small business, contact us at firstname.lastname@example.org
While smaller companies have fewer employers and therefore lower utilization of an EAP program, small employers with employee problems may suffer the effects of those problems more. Decreased performance and productivity will hurt a smaller employer’s bottom line faster. Workplace negativity can spread like wildfire in small company and if employees leave on masse, a small company could be damaged beyond repair. As a result, an employer that provides a high quality, personalized, full service EAP (Core-Technology EAP) can help both the employer and employee by decreasing liability and risk, reducing accidents and improving employee morale and loyalty. Employees who feels supported by their employer will be far more enagaged. The EAP helps a small employer decrease the stress small business owners encounter when managing a lot of responsibilities with little support. Small businesses with a high quality EAP will find the EAP is a partner in helping them with issues such as change, lay-offs, employee personal and work problems and potential serious employee problems such as intoxication on the job, recipients of domestic violence, threats of workplace violence, allegations of sexual harassment, death or serious injury at work and more. No business is immune from human problems, regardless of their size.
The Core-Technology EAP that deals with employee problems, (and those employees who may have problems with management), is often the first to learn of an employee’s intent to sue their employer. They may tell the EAP counselor, “I am upset with my supervisor because…and I am thinking of suing”. If handled properly, the EAP can be a front line defense against employment claims and related lawsuits. Professional EAP counselors help employees to seek alternate solutions to personal problems and more constructive alternatives to meet their needs. Some options would be to refer them to human resources, provide mediation or conflict resolution services or other dispute resolution channels. When employees have a safe, confidential place to process their anger or feelings they can be defused enough to work toward a resolution or in some cases, the employee can be coached to pursue employment elsewhere which may be the best course to avoid the pursuit of a lawsuit, while making the employee happier.
EAP’s can help save employers money by preventing lawsuits including harassment, wrongful termination and hostile workplace allegations. When the EAP is well promoted and troubled employees are encouraged to contact the EAP in order to get their needs met in appropriate ways, they are less likely to sue. In addition, managers should be taught to consult with the EAP as soon as they are aware that an employees is disgruntled or troubled.
Employee assistance programs that prevent Employment Practices Liability and loss prevention may far exceed health insurance cost containment. According to Dan Fuerst, www.workexcel.com, the average jury award for wrongful termination is $500,000 with out of court settlements averaging $100,000. The low cost of a fee per employee based program is so minimal compared to the potential risk employers face by being sued by their employers.
The Core-Technology EAP is one that is not a “free” program that is embedded in an insurance or disability program but one that not only provides assessement, referrals, counseling and case management, but also provides training, management coaching and consultation and ongoing support to both the employer and employee.
For more information about how we can work with small businesses, contact us at email@example.com