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EVERYBODY EXPERIENCES PERSONAL, EMOTIONAL, PSYCHOLOGICAL OR Different Types of BEHAVIOURAL PROBLEMS … Problems Dealt with by EAP BEFORE IT GETS OUT OF HAND, CONTACT EAP ANY ONE OF THE FOLLOWING PRACTITIONERS … ? ALCOHOL ? MARITAL ? FINANCIAL PIT AL S HOS OOKE ? LEGAL GJ CR ? STRESS/ANXIETY Zanele Ndwandwe Basil Pillay Morgan Iyer ? WORK RELATED Extension: 7032 Extension: 7071 Extension: 7013 ? DEPRESSION ? HIV/AIDS & OTHER TERMINAL DISEASES ? TRAUMA/CRISIS IN- TERVENTION EMPLOYEE ? SOCIAL Zandile ASSISTANCE Ngcobo ? COMMUNICATION Leslie Shibe Extension: Suresh Dhaja PROGRAMME Extension: 7030 Extension: 7055 7002 ? ETC. EAP PRACT YOUR SECRET IONE RS IS OUR SECRET GJ Crookes Hospital Private Bag X5501 Scottburgh We are just a call aw 4180 Tel: 039—9787000 ay. Phone: 039-978 7000 Fax: 039 —9781295 Email: YEE WHAT IS EMPLO ASSISTANCE their participation, must arrange appointment PROGRAMME (E AP) An EAP is a worksite-based program designed C onfidentiality The EAP is a neutral, confidential and voluntary service and ALL records are Outside of duty hours, during lunch breaks, or during peri- ods of approved leave. to assist in the identification and resolution of the property of the practitioner and will be Absence from work due to productivity problems which may adversely af- disclosed in the event of a specific court or- admission to a treatment Help is a phone fect employee job performance. der, subpoena, in situations deemed poten- facility will be deducted tially “life threatening,” or when required by ca ll aw ay from the employee’s sick It is a program which has the explicit aim of law. and/or vocational leave. improving the quality of life of all its employees and N Excused absence of up to one hour (plus time for their families by providing on-punitive na- travel) are considered appropriate for outside greater support and help- referrals. ture of EAP ing to alleviate the impact EAP—ASSISTS IN Participation in the EAP is vol- of every day work and C IDENTIFYING YO UR untary and no employee will personal problems. PROBLEMS have his or her job security ost of EAP Services ALL INFO R- OBJECTIVES or promotional opportunity MATION IS Employees participating in the EAP will jeopardised. The objectives of EAP are as follows: CONFIDEN- not be deprived of any benefits given The EAP is not a substitute TIAL under agreement and/or department policy. To provide a constructive counselling service. for disciplinary action. Referrals made within the institution or depart- Timely identify, assess, and refer troubled em- Employees have the right to refuse the EAP ment of health e.g. social workers, psychologists, ployees to internal and/or external service practitioners recommendations - in such cases etc. will be at not extra cost. providers such as social workers, psychologists, the employee will not be guaranteed further financial advisors, bilateral meetings if work However, if external referrals to private psy- assistance. related, etc. chologists, FAMSA, attorneys, etc. are made, such costs are to be borne by the employee. To retain valued staff and employees with T skills and experience before it becomes a mat- Referral Process: ime Allocation for Counsel- ter of disciplinary hearings or discharges. ling Self Referral: Staff decide on their own to call a To increase productivity, heighten morale and practitioner for an appointment. strengthens the bond between management, Employees participating in the EAP will be al- lowed an excused absence when they are re- Informal Referral: Received recommendation staff and the organisation. ferred to the practitioner. from other people i.e. managers, colleagues, friends, family, etc. Employees who voluntarily seek EAP services, but do not want their supervisors to know of Formal Referral: this form or referral is initi- ated by the manager or supervisor.
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