EMPLOYEE RELATIONS

Employee Relations



Employee Relations

Employee Assistance Programs (EAP) have different ways and offer different services across organizations, but are generally considered the systems implemented programs and resources to support the health and welfare of employees of an organization. An organization may choose to initiate an employee assistance program (EAP) for many reasons, including cost reduction, health care or employee turnover, and the prevention and treatment of problems or disorders that can affect directly the productivity of the organization or the quality of services.

assistance programs offer help with various problems encountered by employees, both personal and work-related. Although there are no necessary services that must be offered to consider aid to the organization as an officer of CAS, typical services include but are not limited to, the following: counseling for substance abuse, including alcoholism, family problems or marital problems with coworkers or supervisors, issues of productivity, which may be related to personal affairs such as financial or health problems, problems of sexual harassment or discrimination, security issues or breaches, and individual assistance emotional or behavioral problems that offers both the employee and immediate family members of the employee. employees of an organization or refer to EAP services through management or self-referred, ie, the employee contacts the EAP, without an internal reference.

EAP Current models emerged in the late 19 and 20, when concerns were raised about the consumption of alcohol in the workplace. At that time, it was common for employees to drink at work, and employers viewed this behavior as normative and therefore acceptable. The foundation of today's EAP can be traced back to several historical reasons, which raised public concern about the use of alcohol and alcoholism in the workplace. The citizens of Washington, precursors of Alcoholics Anonymous (AA), played a vital role in moving through their attempts to persuade the public about the negative effects of alcohol on the job safety and employee health. During this time, the movement gained momentum, with support from the medical community and published studies documenting the effects of alcohol on work efficiency. The emergence of Taylorism (the name of Frederick Taylor), a philosophy that emphasizes the implementation of more efficient production systems, as well as workers' compensation laws focused on safety of workers, raised concerns and more on initiatives eliminate alcohol from the workplace.

Another catalyst for the emergence of EAP was the mass production requirements due to workers during the Second World War. Not only were the workers who were under the influence of alcohol less efficient at work, but they were less reliable, resulting in increased absenteeism and reduced efficiency of the organization. Therefore, the first EAP, also known as alcoholism programs work (retired), emerged in the mid 1940's with the main objective of the elimination of alcohol from the workplace to assist and treat employees with problems of alcohol. The ideal resolution was to return these workers to the workplace, alcohol, and operating as productive members of the organization.

The first types of EAP are kept secret his ...