Q: What is EAP?

A: EAP stands for Employee Assistance Program. As the name indicates, EAP is a comprehensive problem solving resource for the workplace and for the employees/family members. An EAP is a highly sophisticated human resource program, with multiple delivery strategies, requiring specialized expertise. It is a resource that helps management respond to employees who have personal or family issues that are affecting work performance.


Q: As an efficient business, how can our company afford to become involved with problem employees?

A: Easily. Claremont offers employers access to specialized resources at affordable rates. Research indicates that work performance problems result in decreased productivity and employee morale, as well as termination and litigation. The cost of hiring Claremont to assist with such matters is more cost effective in the long run...


Q: Wouldn't it be less expensive to just terminate a problem employee?

A: No. Termination is a costly approach. The process of recruiting, hiring, training and retaining an employee is more expensive than employers realize. "Getting rid" of someone is fraught with potential legal liabilities and additional costs. If handled incorrectly, it may also set a negative tone, which is disruptive to other employees. Claremont provides employers with a positive resource that allows problem employees a chance to improve. This option reduces the employer's legal consequences and turnover rates, while improving employee morale and sense of loyalty toward their employer.


Q: Will Claremont create any legal problems for me?

A: No. Claremont's involvement will reduce costly legal liabilities and personnel issues through the resolution of employee personal problems. In serving approximately two- hundred thousand clients, Claremont has never had a case of "wrongful termination", or a union reversal of disciplinary action when our consultation was involved.


Q: Am I covered by Claremont's insurance policy?

A: Yes. Claremont has professional liability insurance that extends to all contracted employer groups. In addition, Claremont's providers must maintain current professional liability insurance.


Q: Can't I handle these problems myself?

A: Possibly. However, it is unlikely that an untrained individual will handle such situations as appropriately and effectively as Claremont's EAP. Managers typically do not possess the necessary expertise, nor are they in the best position to be helpful. They may be anxious and unsure of how to approach a problem employee, or may want to allow the person "one more chance" to improve. Without the proper treatment, a persisting problem is more likely to worsen than become resolved. In this way, despite a manager's good intentions, they may be functioning as enablers. Over involvement in a subordinate's personal problems can compromise a manager's objectivity and may backfire, further complicating a costly problem. Claremont offers employees the specialized clinical skills that are necessary to effectively help them resolve and deal with personal problems. This allows managers to remain focused on what they know best -- work performance.


Q: Will the EAP mean more work for my managers and myself?

A: No. The EAP will reduce the manager's workload. It will relieve the manager of the need to be a "counselor" to employees. It will help resolve performance issues more quickly, with significantly fewer complications and less time involvement by management staff. Claremont's involvement reduces the likelihood of having to contend with legal repercussions since it provides a resource that shifts the responsibility for improvement to the employee.


Q: Isn't management incurring an untenably high risk by trying to work with troubled employees?

A: No. Claremont's EAP creates an active management strategy that fosters earlier problem identification in order to have a more successful outcome. By identifying the problem through the EAP, instituting a resolution plan, and monitoring the situation, the employer is starting to manage a risk that would otherwise remain latent. Without an EAP, behavioral health problems tend to remain covered up until more serious workplace problems become evident. At that point, there are more extensive associated financial impacts and the prognosis and opportunity for improvements are less. Claremont can help individuals recognize and understand the nature of their personal problems, become motivated to take corrective action, and be connected to appropriate treatment resources. Once this EAP work has been accomplished, the individual can more effectively be held accountable to attain and uphold satisfactory work performance.


Q: Isn't the solution to these behavioral health problems a matter of individual willpower?

A: No. The troubled individual typically is misinformed and/or lacks information regarding the issues he/she is facing. Denial and the rationalization of problems are common reactions. As a result, the employee diverts his/her personal resources towards "covering up" the situation, rather than taking corrective action. Individual treatment often involves some education on the nature of the client's problem(s) and exposes them to skills that will allow for more functional coping. Through this process, Claremont helps to support, enhance and redirect the individual's "willpower," which is positive for everyone involved.


Q: How are referrals made to the EAP?

A: Individuals may be referred to the EAP in three ways:

(1) They may refer themselves (Self Referral)

(2) They may contact the EAP following a suggestion by a manager or co-worker (Informal Referral)

(3) They may call for a referral based on an agreement made between their employer and themselves (Formal Referral).

Formal referrals occur when work performance has become problematic. The process requires a voluntarily signed Release of Information document from the individual, allowing Claremont to inform the employer as to whether or not they are following through with the required counseling and treatment recommendations.

No matter how individuals access our program, the goal of our EAP is to identify and assist employees and family members with behavioral health problems that either currently or predictably affect work performance. We provide easy access for individuals to voluntarily seek help, and employees and family members are actively encouraged to call the EAP when they have personal concerns. If troubled individuals are not addressing problems, managers are expected to informally refer subordinates. When work performance ultimately becomes an issue, managers can make the EAP a more formal alternative. Claremont educates managers on this referral process, and is always available to consult with them on individual cases.



Q: Is the EAP confidential?

A: Yes. A person's involvement with the EAP is strictly confidential and subject to state and Federal laws. No information will be shared with anyone without a Release of Information document signed by the individual (e.g. a Formal Referral). Sometimes it may be necessary for an employee to establish a "reasonable expectation" with their employer to insure that performance problems will not reoccur and/or persist. In this situation, communications between Claremont's EAP and the employer are conducted solely on a "need to know" basis, which is detailed in the Release of Information.


Q: Will the EAP increase my Health Plan or Workers Compensation costs?

A: No. Claremont's EAP creates an avenue for earlier involvement with the appropriate level and type of treatment. This results in less expensive care and a better prognosis for problem resolution. In our experience, unmanaged situations result in inappropriate treatment and the over-utilization of expensive inpatient benefits. In fact, employers may be entitled to reductions in Workers' Compensation and other benefit costs as a result of implementing an EAP.