Employment Equity Programs
Introduction
Employee assistance programs are often described as a benefit program that is offered by employers. Employee assistance programs most often referred to as EAPs are intended to help employees deal with personal and professional problems that might adversely impact their work performance, health, and well-being. (Mannion, 2004). The following will describe the history of EAPs, the main purpose, different types of services offered, as well as and how fundamental these programs are in order to maintain a stable and ethical business for employees today. I want people to understand the benefits and success an Employee Assistance Program can offer both employer and employee.
History EAPs have been assisting companies and their employees since the 1940s, chiefly dealing in areas of alcohol and drug abuse. The 1970s was when EAPs truly expanded, focusing on a range of personal problems that affected their overall work performance. (walsh). It was during the 1970s that companies started viewing alcoholism as a workplace problem and instead of firing someone, there was EAPs set up to assist in getting the employee healthy, and productivity levels back on track. During the 1970s referrals to Employee Assistance Programs were suggested by management, or immediate supervisors. Due to lack of promotion during this time, employees were unaware of the services provided. Then during the 1980s to the 1990s EAPs were trained and qualified in a wide range of personal and family problems and concerns. These services where beginning to be sought by the supervisor and more often than not the actual employee. Today most Employee Assistance Programs cater to specific needs that employees need help dealing with. In the past EAPs were not designed to deal with certain problems like gambling, but now there are trained professionals in just about every area of concern, ready and willing to assist you.
Purpose The purpose of employee assistance programs is to
Employee assistance programs are often described as a benefit program that is offered by employers. Employee assistance programs most often referred to as EAPs are intended to help employees deal with personal and professional problems that might adversely impact their work performance, health, and well-being. (Mannion, 2004). The following will describe the history of EAPs, the main purpose, different types of services offered, as well as and how fundamental these programs are in order to maintain a stable and ethical business for employees today. I want people to understand the benefits and success an Employee Assistance Program can offer both employer and employee.
History EAPs have been assisting companies and their employees since the 1940s, chiefly dealing in areas of alcohol and drug abuse. The 1970s was when EAPs truly expanded, focusing on a range of personal problems that affected their overall work performance. (walsh). It was during the 1970s that companies started viewing alcoholism as a workplace problem and instead of firing someone, there was EAPs set up to assist in getting the employee healthy, and productivity levels back on track. During the 1970s referrals to Employee Assistance Programs were suggested by management, or immediate supervisors. Due to lack of promotion during this time, employees were unaware of the services provided. Then during the 1980s to the 1990s EAPs were trained and qualified in a wide range of personal and family problems and concerns. These services where beginning to be sought by the supervisor and more often than not the actual employee. Today most Employee Assistance Programs cater to specific needs that employees need help dealing with. In the past EAPs were not designed to deal with certain problems like gambling, but now there are trained professionals in just about every area of concern, ready and willing to assist you.
Purpose The purpose of employee assistance programs is to