What Are Employee Assistance Programs (EAPs)?

It’s hard to ask for help with addiction or substance abuse, especially at work. Many people have a bias against asking for help because they feel asking makes them look weak. Not only is that false, but asking for help is one of the wisest decisions anyone can make. Employee Assistance Programs for addiction recovery are efficient resources that introduce working addicts to temporary and startup treatment services.

If a person does not have the correct tool to complete a project or task, it will take much longer to complete with insufficient means. Instead, locate someone who has the tool you need to complete your project or task efficiently. Changing your perspective about asking for help will illuminate the effectiveness of Employee Assistance Programs for addiction.

Employee Assistance Programs are great to start addiction treatment, but these programs are temporary and are simply a starting point. Addiction treatment centers can continue your treatment once the employee program ends. Call an addiction specialist at 912-214-3867 to set up a treatment transition to avoid addiction treatment gaps. We want to help you continue your journey to recovery.

Content

Anyone can suffer from addiction. That includes employees. Continue reading below for more insight on what to do if you are an employee, or you have an employee, that suffers from addiction.

Employee Assistance Programs
How Can EAPs Help?
Having a Conversation With Your Manager
Continuing Treatment After EAP Ends
Moving Forward

Employee Assistance Programs

What are EAPs?

Employee Assistance Programs, also referred to as “EAPs,” are programs for employees to access resources and counseling services to achieve a successful work-life balance. For instance, an employee suffering from a traumatic event may reach out to their manager to inquire about employee counseling services.

These services are protected, meaning that you are allowed time away from work to participate in offered resources. Management often provides an “open-door policy,” which means you may bring confidential or private information to your employer with discretion and respect. Furthermore, suppose you are uncomfortable speaking with your direct supervisor or employer. In that case, you also apply the open-door policy to the Human Resources Department, who can also provide EAP education.

In the same regard, an employee that suffers from substance abuse or addiction may participate in EAPs that include counseling services, recovery treatment referrals, and protect you from work absence penalties. Employee Assistance Programs are entirely voluntary, so you can speak to your manager on your terms when you are ready.

Types of EAPs

There are six different types of Employee Assistance Programs. Internal, external, blended, management-sponsored, member assistance, and peer-based programs are available on different levels depending on the style that your employer has enrolled in.

Internal programs: Also referred to as “in-house” programs, allow the employee to receive treatment or services at their business place. These programs are typically among large companies and heavily employed businesses, and frequently have on-site professionals specifically for this convenience of application.
External programs: These programs are outside of business and connect employees to in-network services that require new patient registration and intake.
Blended programs: Are offered as a hybrid, which means some sessions are at the place of business, and other sessions are at a location convenient to the employee. Hybrid sessions are typically available when the company is large enough to allow in-house services.
Management-sponsored programs: These are programs that are exclusively operated by the employer or manager. Management-sponsored programs can specialize in specific areas such as substance abuse or health and wellness without a union’s involvement.
Member-assistance programs, referred to as “MAPs,” are union-operated assistance programs covering services such as prevention, health, welfare, counseling, referrals, etc. These programs are for both the employee and their dependents.
Peer-based programs: Are programs that are executed by highly trained coworkers and provide services such as education, assistance, and referrals. These programs are not as standard or available as EAPs.

Whichever form of Employee Assistance Program is offered at your place of employment, taking advantage of these opportunities will help obtain a progressive work-life balance and maintain employment through a difficult time in your life. EAP program for substance abuse or EAP for addiction is a respectable option to express that you have a problem and are proactively seeking treatment for it.

How can EAPs help?

Work-Life Balance

A successful work-life balance is something all employees strive for. Obtaining this balance is more challenging for addicts, as addiction rewires the brain to prioritize substance abuse over all else. Programs for addiction recovery are available, but you might be nervous to ask about them. It’s okay that there are levels of the fear present when asking for help, especially with something so personal. Fear of judgment or loss of employment is among the top worries of addicts in the workplace. In this situation, many employed addicts choose to hide their problems and attempt to cope outside of work.

Understandably, this is only effective if the person suffering from substance abuse disorder follows through and seeks treatment. Conversely, voluntarily participating in available EAPs for substance abuse disorder or EAPs for addiction communicates your need for treatment to your management respectfully and discreetly to protect your job in the event of work absences.

In Georgia, Employee Assistance Programs for addiction are under a protected program called “EAP Works.” EAP Works is a member of EAPA, the International Employee Assistance Professionals Association, the oldest, most prominent, and most respected organization for employee assistance professionals. All of the EAP counselors inside this organization are licensed, highly-trained, and must complete a minimum of five years of field experience before accepting clients.

Services Available to You

Additionally, EAP Consultant’s LLC works for the State of Georgia employees to provide several services such as:

Counseling: in-person counseling services (up to 4 visits) and referrals to continue treatment beyond the allotted visitations. Furthermore, employees have twenty-four-hour access to a mental health professional hotline.
Work-life services: childcare referrals and assistance, including camps and schools, elderly care assistance, and child adoption resources.
Legal: attorney-provided legal consultations.
Financial counseling: financial preparation such as retirement planning, getting out of debt, money management, and investments.
Additional services: an array of extra services offered for the State of Georgia include life event resources, academic resources for the employee and dependents, free simple will preparation, attorney discounts when services are required, special needs services, referrals, and education for the employee and dependents.

These EAPs are available to the State of Georgia employees and are, by law, offered at no cost to the employee.

Supportive Manager

In addition to becoming protected for work absences to attend treatment, engaging in Employee Assistance Programs for addiction allows your manager a chance to understand your struggles better and demonstrate compassion and understanding. A supportive leader in management can make or break your work experience, showing the difference between a boss and a leader.

It was challenging to bring sensitive matters to management without fear of retaliation or ridicule in the past. Thankfully, we live in an age of newfound understanding that allows for leadership roles to express sensitivity, compassion, and respond appropriately to discrete requests.

EAPs for substance abuse or EAPs for addiction provides several avenues for physical health, well-being, emotional, mental health, addiction resources, referrals, and counseling. Talk with your manager and find out how many different ways that Employee Assistance Programs can begin to provide you with the help you need to get treatment started. Get the help that you deserve today. Contact our specialists and start on the road to recovery now.

Having a conversation with your manager

Initiating the Conversation

The idea of opening a discussion about your substance abuse disorder or addiction might be terrifying. It’s okay to feel scared or nervous, that’s normal. However, suppose you are uncomfortable speaking about what’s wrong with your direct supervisor or manager. In that case, you can always choose to have this discussion with a member of the Human Resources Department. The term “manager” refers to either your direct supervisor, manager, or member of the HR department.

Before you walk into your manager’s office, it is best to prepare what you want to say. One way to prepare for your meeting is to write out how you would like to direct the conversation. When presenting your information to your manager, you are in control of the conversation. Your manager’s job is to listen, so having a prepared dialogue might help organize your thoughts.

Additionally, take a few moments to practice breathing exercises before initiating a conversation with your manager. A subject this delicate can feel overwhelming, and that is okay. For you to keep your best composure, calming your body, your breathing, and your mind can assist you in centering yourself before the discussion. Remember, you are in control of the information you want your manager to have. It is perfectly acceptable to take a deep breath before answering any questions or expressing your thoughts. Answering questions in a calm, controlled tone can express your sincerity and genuine request for assistance.

Effective Communication

To communicate effectively, your word choice matters. Think about how you would want to receive this type of information. By imagining how you would respond to factors such as tone, body language, demeanor, word choice, and wordiness, you can better illustrate a successful model to refer back to when presenting your case to your manager. In every communication you have, there are three truths to use as a template:

Reflect truth
Promote positivity
Encourage growth

Here is an example:

“I am struggling with an addiction and would like information regarding my options within an Employee Assistance Program.”
“I am confident that this is the healthiest choice I can make for myself.”
“With your help, I am certain that we can come together to find a successful solution that benefits everyone.”

You are under no obligation to express your reasons. If you are uncomfortable, you can ask for information on all available Employee Assistance Programs and leave it at that. However, effectively communicating with management is crucial to avoid miscommunications or misunderstandings. If you feel that your manager is a safe space to discuss personal matters, having someone in a leadership role that understands what you are going through can make your work experience a bit easier.

Continuing treatment after EAP ends

Addiction Needs Continued Treatment

As helpful as programs for addiction recovery are, they are only a kick-start and are temporary. As mentioned above, most Employee Assistance Programs for addiction or counseling needs are limited to a small number of visits that are covered by your employer. When seeking addiction treatment, it is essential to remember that complete rehabilitation will take time. For instance, most successful addiction recoveries require at least ninety days of treatment for prolonged sobriety.

This indicates that once your EAP for substance abuse or EAP for addiction ends, you will need to continue to a rehabilitation specialist to gain the full treatment benefits. Referrals are offered in Employee Assistance Programs for substance abuse or addiction, paving the way and creating a paper trail that can transition to full treatment less turbulent.

However, it is unnecessary to receive a referral to transition your substance abuse or addiction treatment to a rehabilitation center. Contact us today if you would like to learn about all of your treatment options available.

We Can Help

At Recovery Treatment Substance Abuse in Savannah, Georgia, your treatment needs are acknowledged, understood, and met with compassion and medical professionalism. By calling an addiction specialist at 912-214-3867, you can speak a specialist who can walk you through treatment options, location convenience, scheduling, and addiction education in addition to information on how to transition from Employee Assistance Program treatment to rehabilitation facility treatment.

Addiction and substance abuse disorders can affect every aspect of your life. Overcoming fears about your employment, treatment, or asking for help can redirect your life toward a positive, healthy, and sober lifestyle.

Moving forward

Employee Assistance Programs are great to start addiction treatment, but these programs are temporary. Treatment centers can continue your treatment once the employee program ends. Call an addiction specialist at 912-214-3867 to set up a treatment transition to avoid treatment gaps.

You deserve to have a happy and successful career and life, decide now not to allow addiction or substance abuse disorder hold you back any longer.

You can do this, breathe.

Written By: Annalise Baare

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