...| | Employee Assistance Programs | | | | | | | | | Employee Assistance Programs: (EAPs) are employee benefit programs offered by many employers. EAPs are intended to help employees deal with personal problems that might adversely impact their work performance, health, and well-being. EAPs generally include short-term counseling and referral services for employees and their household members. Services: Employee and their immediate families may use EAPs to manage situations they are facing in their personal lives. There are special EAP counselors that are there to provide assessments, support, and referrals for assistance including but not limited too; substance abuse, emotional distress, major life events, healthcare, legal concerns, and aging parents. EAP services are provided to employees at no cost, pre-paid by employer. The EAP services are generally maintained by a third-party contractor, which provide their own lawyers, counselors, travel agents, and childcare providers. Benefits: Some studies indicate that offering EAPs may result in various benefits for employers, including lower medical costs, reduced turnover and absenteeism, and higher employee productivity. Critics of these studies question the scientific validity of their findings, noting small sample sizes, lack of experimental control groups, and lack of standardized measures as primary concerns. Proponents, however, argue that the consistency of positive findings across...
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...Drug-Free Workplace Amazon.com The Drug-Free Workplace Policy enacted in 1988 to keep drug users out of the workplace and already hired employees off of drugs. At Amazon.com there is a well defined policy against illegal drugs, prescription drugs and alcoholic beverages. The writer believes that the Amazon.com policy has implemented a comprehensive drug awareness and education program. The supervisors at Amazon.com are given the proper information to reasonably suspect someone of being under the influence of drugs or alcohol. Once confirmation is made that a person is under the influence Amazon.com does offer a form of employee assistance program, to help the person, if addicted, to remove the use of drugs or alcohol from his or her professional life. This policy is well presented in its entirety let us take a closer look at keep factors. “By publishing a statement to all employees that possession, use, sales or unlawful manufacturing of controlled substances in the work place is prohibited and the actions that will be taken against violators of such statement”(National Drug-Free Workplace Alliance, n.d.). For legal purposes it is smart to abide by this statement from the Drug-Free Workforce Act of 1988, and Amazon.com has done this. Amazon.com (2005) Drug and Alcohol Abuse Policy states, “Open alcoholic beverages, illegal drugs and prescription drugs are not used while at work, in a work status or on company premises. Exceptions for prescription drugs are onsite medical provider...
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...Human Resource Department of Atain Insurance Company (The Company) is requesting a proposal to its Board of Directors to implement an Employee Assistance Program (EAP). The EAP will be offered as part of our comprehensive benefit package to all of its employees and their qualified dependents. An EAP is a confidential counseling service, paid for by the employer that is designed to help employees and family members who have personal problems as well as work problems that can interfere with their work and family life (Attridge, 2010). Employees and family members will be eligible to receive free counseling for (Attridge, 2010): • Stress • Alcohol and drug problems • Legal and financial problems • Emotional problems • Child/Elder care • Grief and traumatic events The objective of the EAP will be to (Attridge, 2010): • Reduce cost of medical benefits • Reduce turnover • Reduce absenteeism • Increase productivity • Improve efficiency • Reduce lost-time accidents • Increase overall wellness of employees We propose to contract this service out to an outside vendor that will be more qualified to handle the counseling. Benefits, implementation and costs of this program will be thoroughly presented within this proposal. Scope What the company would like to accomplish with implementing an Employee Assistance Program is to protect the health and safety of our workforce; attract and maintain talent; and achieve positive financial performance (Christe, Kirkharlow...
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...An Employee Assistance Program (EAP) is a service available to all employees at no cost at any federal agency. An EAP support s and assists employees in assessing and resolving their work, health and life issues. It is staffed by professional counselors who will help you address problems that can adversely affect job performance, reliability, and personal health. A counselor will discuss the problem with you and after helping you assess the problem, provide short-term counseling. If needed, the counselor will also refer you to other professional services and resources within your community for further information and assistance. The reasons for why invest in an EAPE are listed in the following points: * Reduce costs related to health care and employee benefits * Solidify your position as an employer of choice; attract and retain talent * Improve absenteeism rates; increase workplace productivity and team environment * Showcase your commitment to your employees by supporting them and their families * Reduce the issue management stress and administrative efforts of Managers and/or Human Resources; let an EAP do the work! All Federal agencies provide Employee Assistance Programs (EAP) for employees. Basic EAP services include free, voluntary, short-term counseling and referral for various issues affecting employee mental and emotional well-being, such as alcohol and other substance abuse, stress, grief, family problems, and psychological disorders. EAP...
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...assistant manage/balance both performance and education? | Why this idea?To help student assistants cope on their stressful experience.To gain greater understanding of the situation. | Plan to discover(Idea/Question) * The strategies of the S.A students in balancing their work while studying.How will they manage the stressful task under student assistant program?Why are they under this program?What are their problems of being S.A? | What needs to be done * Conduct a survey to all S.A student * Conduct interview * Use book as a material for the research | 1 CHAPTER 1 THE PROBLEM The student assistant is a student member of a college coaching staff, teaching assistance, resident assistant, a trained peer leader, within a college, university, or group housing facility. A student working as support assistance for the faculty and staff. Student assistantship is generally a part-time position. Job description includes technological support in class assistance, first-level computer support, etc. student assistant are also supposed to establish a good rapport with the faculty will not be disturbed and shy by their I.T- related problems. On the whole, it is quite demanding (Wikipedia, 2012). In this process that being a student assistant is not an easy task because it takes time management to cope in their studies...
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...employers’ and employees’ consciousness. In today’s fast-paced society, human resource professionals seek options to positively impact the bottom line of their companies, improve employee morale, retain employees with valuable company knowledge, and keep pace with workplace trends. This article provides human resource professionals with an historical perspective, data and possible solutions—for organizations and employees alike—to work/life balance. Three factors—global competition, personal lives/family values, and an aging workforce— present challenges that exacerbate work/life balance. This article offers the perspective that human resource professionals can assist their companies to capitalize on these factors by using work/life initiatives to gain a competitive advantage in the marketplace. Work/Life Balance: Challenges and Solutions I n a society filled with conflicting responsibilities and commitments, work/life balance has become a predominant issue in the workplace. Three major factors contribute to the interest in, and the importance of, serious consideration of work/life balance: 1) global competition; 2) renewed interest in personal lives/ family values; and 3) an aging workforce. Research suggests that forward-thinking human resource professionals seeking innovative ways to augment their organization’s competitive advantage in the marketplace may find that work/life balance challenges offer a win-win solution. began to offer work/life programs. While the first...
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...Sample Report A Formal Report Sample Reports A FORMAL REPORT THE EFFECTS OF STRESS ON BUSINESS EMPLOYEES AND PROGRAMS OFFERED BY EMPLOYERS TO MANAGE EMPLOYEE STRESS Prepared for Dr. Robert J. Olney Southwest Texas State University Prepared by Charles Dishinger Nancy Howard Bill Kiagler Sherry Seabrooke Donna Tucker November 29, 20-- S-29 Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports ii TABLE OF CONTENTS Page LIST OF TABLES……………………………………………………………………… ………. LIST OF FIGURES……………………………………………………………………… ……… ABSTRACT…………………………………………………………………… ………………... SECTION I INTRODUCTION TO THE STUDY………………………………………………….. Introduction…………………………………………………… ……………... Statement of the Problem…………………………………………………….. Significance of the Study…………………………………………………….. Scope of the Study…………………………………………………………… Review of Related Literature………………………………………………… Methods of the Study………………………………………………………… Source of Data…………………………………………………… …. l iii iv v 1 1 1 1 1 2 2 3 3 4 4 4 6 6 6 6 7 8 9 10 11 S-30 Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports iii LIST OF TABLES Table 1. Programs Offered by Employers to Manage Stress ........…………………………………… Page 8 S-31 Copyright © Houghton Mifflin Company. All rights reserved. Sample Reports iv LIST OF FIGURES Figure 1. Age Distribution of Respondents .......................……………………………………………. 2. Negative Effects of Stress on Work Performance...
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...States. FEI has two locations the main office is in Milwaukee and they have another office in New York. FEI was the first in human behavior, they also established the first network Employee Assistance Program with the Xerox Corporation in 1979. The first national managed care program for substance abuse was established by FEI. They were also the first to offer integrated EAP and Work Life program in 1990. FEI provide services that help people improve their lives, person and family issues and their physical and behavioral health. FEI is a company that works with many corporate customers. This organization is of personal interest because they want what’s best for their employees and they also help with employees needs. FEI Behavioral Health feels that if they strengthen their employees and their families, it will strengthen the work place all together. They also provide their employees and their immediate family with 24 hour access to problem solving. FEI Behavioral Health also has services that help balance the demands of how a person works and their family life. There is also a program where they help their employees keep more of their paychecks. This will be a great place for me to work because they care about their employees. Any time you have a company that cares about the employees it’s a great company. Every one should want to work for this kind of organization. I hope to learn many things from this company. The opportunity to work with...
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...“The Drinking World” Deborah Pagel Kaplan University “The Drinking World” l. Introduction A).Workers under the influence. B). Identifying the risks C).Factors In Employee Drinking D) Solutions and Statistics ll. Alcohol in the workplace has become a problem for many businesses. A).Problem areas that workers have under the influence B) Cause and effects being under the influence. C). EAP Employee Assistance Program. lll. Why do we work under the influence? A). Disciplinary procedures, accidents, death, poor decision making B) Sleeping on the job, loss of production, hang over effect, stress C). How EAP can help the employee and the worker under the influence. llll. Random testing A) Protecting the employers assets B) Approaching the worker under the influence C) Information and educational training lV.Conclusion Businesses today need to realize that there is a growing problem with alcohol and substance abuse in the work place. In the business world today there is a very common problem that occurs with workers in the work place. Alcohol and substance abuse. You wouldn’t think that this is a serious problem, but do you know if the person that’s working next to you is under the influence? Drinking among workers can threaten public safety, impair your job performance and also cause injury to yourself or others. Absenteeism, lost production...
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...centers throughout the country. We currently do not have an Employee Assistance Program. Our CEO realizes that many competin Employee Assistance Programs are benefit programs, designed to help employees face personal problems that might negatively impact their work performance, health, or overall well-being. The personal issues for which Employee Assistance Programs provide support vary, but can include, alcoholism, substance abuse, emotional distress, major life events such as births, accidents, and death, health complications, family and relationship dynamics, and work environment concerns. A 2008 study from the Families and Work Institute found that 65% of employers provided EAPs in 2008, an increase from 56% in 1998 (Dargan, 2010). Employee Assistance Programs generally include a variety of services such as situation assessment, short-term psychological counseling and referral services to specialists if needed. Employers choose to provide this benefit to their employees for many different reasons, ranging from the desire to support their employees and their family members, accepting the evidence that healthy employees make for a more productive workplace, and protecting themselves from liability and legal issues (Jacobson, 2010). An Employee Assistance Program's basic services are usually funded by the employer so that associates and their families can utilize them free of charge. Most offer employees between three and ten sessions with a trained counselor or adviser...
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...for its level of service excellence, and believes it sets the standard for its industry. The employees are committed to adhering to the company’s high standards of ethics and conduct, surpassing the expectations of its external customers. The purpose of this document is to outline the code of ethics that all employees – hired or contracted by Company X – are expected to abide by during the term of their employment. Dress Code: The appearance of our staff represents the face of the Company, therefore, all employees are expected to exhibit good hygiene and personal grooming, while adhering to the company’s dress standards. Dress standards: • All clothing must be neat in appearance and free of stains, holes, or tears. A uniform and name tag is required to be worn at all times while on duty. Three shirts with the company logo are issued free of charge upon hire. (Additional shirts are available at employee’s expense). The company provides a casual and business professional option: short- or long-sleeved, collared polo, short- or long-sleeved, button-down oxford, and/or blazer....
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...COUNSELING AT THE LOCAL GOVERNMENT UNIT OF DIFFUN, QUIRINO I. THE PROBLEM AND ITS BACKGROUND The Importance of Developing and Preserving Human Resources Counseling programs geared specifically for employees in or near their work settings have grown steadily in recent years in the Philippines, primarily because employers have come to recognize the importance of developing and preserving valuable human resources. Managers have begun to listen to the ideas of people like Peters and Waterman, whose best-selling book on corporate excellence exhorts, Treat people as adults. Treat them as partners: treat them with dignity; treat them with respect. Treat them - not capital spending and automation - as the primary source of productivity gains… In other words, if you want productivity and the financial reward that goes with it, you must treat your workers as your most important asset (1982). In general, counseling services for employees can be divided into two major categories, namely, those dealing with personal problems and those dealing with career development. The employee counseling programs that deal with personal problems will focus on employees’ mental and physical health and deal with personal problems that might, even indirectly, affect job performance. Those that deal with career development programs will use assessment, counseling, planning, and training to help individuals make and act on career decisions within the context of the organization’s human resources plans...
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...Allmart 5-Year Compensation & Benefits Cost Projection Compensation (Home Office) # of Positions Year 1 Year 2 Year 3 Year 4 Year 5 Base Salary: Operations Manager 1 $98,167 $98,167 $98,167 $98,167 $98,167 Marketing/Sales 1 $41,000 $41,000 $41,000 $41,000 $41,000 Human Resource Generalist 1 $48,000 $48,000 $48,000 $48,000 $48,000 Accountant 1 $56,000 $56,000 $56,000 $56,000 $56,000 Training Specialist 1 $39,667 $39,667 $39,667 $39,667 $39,667 $282,834 $282,834 $282,834 $282,834 $282,834 Total Base Salary $1,414,170 Bonuses: Year 1 Year 2 Year 3 Year 4 Year 5 Operations Manager 1 $4,766 $4,766 $4,766 $4,766 $4,766 Marketing/Sales 1 $1,050 $1,050 $1,050 $1,050 $1,050 Human Resource Generalist 1 $921 $921 $921 $921 $921 Accountant 1 $100 $100 $100 $100 $100 Training Specialist 1 $100 $100 $100 $100 $100 $6,937 $6,937 $6,937 $6,937 $6,937 Total Bonuses (5-Year) $34,685 Compensation (Retail Store) Year 1 Year 2 Year 3 Year 4 Year 5 Base Salary: General Manager 1 $96,700 $96,700 $96,700 $96,700 $96,700 Store Manager 1 $81,500 $81,500 $81,500 $81,500 $81,500 Assistant Store Manager 1 $72,000 $72,000 $72,000 $72,000 $72,000 Customer Service Representative 5 $40,000 $40,000 $40,000 $40,000 $40,000 Cashier 5 $26,300 $26,300 $26,300 $26,300 $26,300 Shipping and Receiving Supervisor...
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...working 10-12 hours a day is not making a dent in it. Another cause of stress at work could be time, if you have to work to an unrealistic schedule, this too can cause stress. Stress and anxiety can have different levels depending on what factors impact our lives. According to the American Institute of Stress “There are numerous emotional and physical disorders that have been linked to stress including depression, anxiety, heart attacks.” (Stress Effects ) Every organization should make reducing job stress a priority. Some managers think that it’s not their job to help the employees reduce their stress but they are wrong, it is their duty to make sure that the employees are not becoming sick because of work. (Reducing Work Related Stress a Guide for Managers) There are some simple things a manager can do to help reduce stress in the workplace. The company manager can provide tiny breaks for their employees every couple of hours. The manager can also change the lighting and the way the office...
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...Scenario One: Picture it, Norfolk 2011. Ms. Fresh Meat entered the second year as a civil servant; it was still a new experience. Young lady in mid-thirties young lady with a zest as if she was still in the military. She comes to work with an assertiveness of let do it and how can we do it better outlook. What she did not know is that Ms. Get Off Early had a different plan on how labor should be conducted. In her world all work must be completed before lunch and definitely before 3pm every day; time must be allotted for socializing, internet shopping but not responsibilities in her position description. It was a bad Picasso in the making to our supervisor, however Ms. Get Off Early did not want to increase her workload nor expand her responsibilities. In fact, she believed that her ten years in civil service as an Information Technology Security specialist (OPM.gov) and past work performance outshined Ms. Fresh Meat along with her other team mates. What was a slight problem was beginning to form into a major one for the supervisor. For example, tasking order deadlines, monthly reports, and security patch statuses were not making compliance dates. Also, snide comments about team mates to other workers in the office materialize. Besides, the supervisor had an abundance of verbal counsel sessions with to discuss her workload, attendance issues, and attitude. Fast forward, Norfolk 2012: Ms. Get Off Early did improve her work standards, minimized her water cooler talk...
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