- Reduction in sick leave usage
- Reduction in the impact of stress-related factors
- Reduction in the need for corrective and adverse job action against employees
- Reduction in the cost and utilization of employee health benefits
- Reduction in workers’ compensation claims and related costs
- Reduction or stress-related disability and retirements
- Reduction of organizational liability issues surrounding ADA, negligent retention, negligent supervision, negligent infliction, etc.
- Increase in perceived employee morale
- Increase in perceived productivity of employees by management
|*||To provide employees and family members with professional, confidential and effective assistance in coping with personal problems and difficulties.|
To provide a means to managers/supervisors, unions, and employee associations by which they can address and deal with job performance problems which may be based in personal issues–allowing them to stay on safe-legal ground in accordance with regulations such as ADA.
To provide a systematic communication process for dealing with personal issues through the Employee Assistance Program, emphasizing the ease by which people can access confidential assistance to resolve personal problems.
To assist those employees whose job performance has been adversely affected by personal issues to return to acceptable job performance levels.
To act as an early intervention resource to troubled employees as a means of assisting organizations in containing the cost of benefits related to personal problems affecting job performance. Of particular concern are the costs involved with unnecessary utilization of medical benefits, long-term disability, and job stress workers’ compensation claims and those occurring from absenteeism, tardiness, accidents and poor decision-making or judgment, etc.