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Employee Assistance Program (EAP)

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Introduction

Why offer an EAP?

Each of us, regardless of job classification, faces a variety of problems in our daily lives. Usually, we can work them out ourselves, but sometimes a problem comes along that becomes too much for us to handle alone. It can affect our job performance, our personal happiness, our health and our family. It is estimated that:
• 10-15% of all employees have serious personal problems that affect productivity.
• 45% of those impaired are in managerial or professional positions.
• 40-50% of employee problems are alcohol related.
• Absenteeism rates for troubled employees are 2 _ times the average.
• A troubled employee suffers an average 25% reduction in job performance.

How can your company benefit from an EAP?
The Employee Assistance Program is intended to provide support to the organization in retaining valuable employees, enhancing the work environment and improving job performance.
An effective EAP will:
• Increase retention of valuable employees, reducing employee terminations, turnover and training expenses.
• Reduce absenteeism and lost production.
• Reduce financial losses due to lost production, accidents, and benefits claims.
• Improve employee morale and job performance.
• Improve employee relations.
• Improve management’s capacity to deal with the troubled employee.
• Enhance recruitment of quality personnel.

Can you afford not to invest in your employees?
As there is a mutual benefit to both the employer and employee with this program, an EAP is an investment in your greatest resource, your employees. In today’s competitive labor market, employees seek employers who value, respect and appreciate dedicated workers. A well-adjusted employee (physically, mentally, and financially) is a more productive worker. An EAP provides vast resources to employees who need assistance before workplace productivity is jeopardized. With an estimated cost of $51 billion to business and industry, employee problems should be a top priority for you. Can you afford to let employee problems affect your bottom line?

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