Bernie has been working for your company for the past two years. When he first started, he was highly energetic, full of creative ideas, and always dependable. However, over the past year you have noticed significant changes in his behavior. Lately, Bernie has been missing deadlines and he has become repeatedly tardy. Co-workers have even started complaining about Bernie's increased irritability. You are at the end of your rope. You certainly don't want to lose Bernie as an employee, but you don't know what to do.

Sylvia has been employed with your company for the past 15 years. Lately, she has been missing work caring for her elderly 81 year old father. People who are close to Sylvia know she is contemplating hospice care for her father. As with most of us, Sylvia is not familiar with how this would be covered under her father's insurance. She wants to do what's best for her father, but doesn't know where to turn for help. Jenny joined your firm six months ago after an exhaustive search for a friendly, outgoing, and personable receptionist. For the first three months, she was everything you hoped she would be. But lately, you've noticed a change in her demeanor.

Jenny, who usually has a smile for everyone, has been distant and teary eyed. Even though you had been watchful, you really became concerned when customers began to comment on her shortness with them.

As an employer, have you had employees that remind you of Bernie, Sylvia, or Jenny? What did you do? Today, many employers are turning to Employee Assistance Programs (EAPs) that are available through their health care benefit plans. EAPs help employees with personal problems that often times affect their job performance.

EAPs are designed to provide a range of services to help employees in areas such as problem identification and diagnosis, short-term counseling, and outside referrals to medical providers, psychologists, substance abuse treatment programs, and other resources. The goal of an EAP is to help employees solve their difficult personal problems so that they can return to their usual level of productivity. EAPs are also designed to be involved in training supervisors on how to identify and approach troubled employees. In addition, many EAPs offer employees a 24-hour referral and crisis hotline. A hotline assures anonymity and is easily accessible to employees. EAPs have found that hotlines are a successful first step for employees seeking assistance with a personal problem, as opposed to having to schedule an office appointment.

Employees need to be educated and reminded about services and procedures for contacting your EAP. Literature and informational programs available from the EAP often cover the purpose of the EAP, procedures for requesting help from the EAP, and how the EAP is designed to protect employee privacy. The availability of an EAP's services should be covered during new-hire orientation, and at subsequent intervals throughout an employee's employment. Brochures, features in employee newsletters, brown bag sessions, mailings to employees homes, and health fairs are some of the ways you, as an employer, can continuously promote your EAP.

Do you have a Bernie, Sylvia, or Jenny at your organization? Check your group health benefits now. If you don't have an EAP, consider adding one. If you do have one, promote it. Let your Employee Assistance Program improve your bottom line by keeping your employees at their peak productivity level. If you would like more information about EAPs, please contact us at 888-669-4883, or email us at info@benico.com.