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 counselors also work in a consultative role with managers and supervisors to help address employee and organizational challenges and needs. Many EAPs are active in helping organizations prevent and cope with workplace violence, trauma, and other emergency response situations.
Employees are required to be aware of an Employee Assistance Program (EAP), they can get these information via two main approaches. An individual can voluntarily contact the EAP for assistance with a problem/issue, or a supervisor can refer an individual to the EAP and advise them to get the help needed. Many employees are afraid of going to EAP, they think it is a implication of termination, so it’s hard for them to go EAP by voluntary. Therefore, supervisor’s role becomes very important in EAP process.
The supervisor's role is to assess work performance and take appropriate management action when improvement is required. Supervisors should be sensitive to the possibility that a personal difficulty may be the reason for a downturn in an employee's performance.
If there are personal difficulties affecting job performance, the supervisor should encourage the use of EAP but at the same time, the supervisor should take corrective action. Usually, this takes the form of a discussion or a written letter outlining performance concerns. In such a letter, the supervisor should mention the availability of the Employee Assistance Program. A supervisor's corrective action about job performance could provide some of the motivation required by the employee to resolve the personal difficulty.
Summary of the supervisor's role with respect to EAP 1. Always take appropriate management action if there is a performance problem. 2. Encourage the early use of the EAP for personal difficulties. 3. Indicate that EAP help is available within the text of any corrective warning letter. 4. Be supportive when the EAP is used. 5. Follow up to ensure EAP counseling is helping resolve the problem
Employee Assistance Programs increase productivity and efficiency by keeping employees healthy both physically and mentally. Programs are complimentary to employees and provide accessible, confidential and immediate support for a range of health and wellness issues.

References http://uwaterloo.ca/employee-assistance-program/supervisors-guide http://www.opm.gov/Employment_and_Benefits/WorkLife/healthwellness/eap/agency_responsibilities.asp