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Employees Frequently Asked QuestionsTo submit a question to the PsychWorks, click here. Q. I’m not sure that EAP is appropriate for my problem. Isn’t EAP primarily for employees who have substance abuse or very serious emotional problems? A. EAP is for any employee or immediate family members who is
troubled by any concern for which they want assistance in finding a solution.
Although EAP does help people with severe problems, most people would consider
the vast majority of problems EAP helps with not severe. Of course, any problem
is more serious when the problem is yours. EAP is a great place to start
whenever you are struggling with what to do about any personal or work problem. A. For most employers EAP may be used on company time and for all EAP appointments (not just the first). The time is paid time, usually as "miscellaneous paid" or some similar coding depending on departmental or company protocol. Check with your HR manager to verify your company's time coding procedure. Implied in your company's policy to allow employees to use company time for EAP
appointments is the understanding that employees will use this generous
opportunity to make significant progress in solving their personal problems so
that their improvements in performance (productivity, attendance, etc.) in the
long run will outweigh the effects of time off work in the short run. Q. What if I am asked by my supervisor to bring documentation verifying my EAP appointment? A. If you are attending EAP on company time, your supervisor may ask you to return from the appointment with documentation. The ONLY acceptable document is the EAP Attendance Verification Form, which you may request from your EAP counselor at the time of your appointments. If your counselor does not have this form, you should call PsychWorks (1-800-671-HEAL) immediately and inform them. This one page form includes instructions for the supervisor, the employee, and the EAP counselor.
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