7 Ways to Maximize Benefit of EAP for Employees and Employer

Experience shows that when employees are able to address personal concerns, they do better at work. The steps below can help employers maximize the benefit of the Employee Assistance Program for the organization and individual employees. To access services, employees simply call 800.550.6248 or visit MCIT.AllOneHealth.com (no need to log in to complete intake form).

MCIT member employees and their dependents have access to the EAP, which offers up to six no-cost counseling sessions per identified concern. The EAP is simple to use; it is confidential; it helps:*

• 91 percent of EAP users reported that as a direct result of EAP services they received, they were able to do better at work.
• 89 percent felt better able to deal with their situations as a result of EAP services.
• Annually on average, six employees reported that the EAP gave them an alternative to filing a grievance or lawsuit.

1. Designate an Individual to Be Responsible for Promoting the EAP to Staff

This person should become the organization’s EAP champion. He or she is empowered to communicate with supervisors and staff directly about the program and encourage its use. The individual should understand the EAP’s features and benefits and how to access the service to be able to answer staff questions.

Part of the EAP advocacy can also include encouraging supervisors to discuss and promote the program with their teams, and giving them resources to do that.

2. Promote the EAP Regularly

MCIT recommends promoting the service quarterly but no less than once a year. By regularly communicating to staff about the EAP, it ensures that individuals are reminded of the service when they are in need. This increases the likelihood of using it.

Regular promotion also helps to normalize seeking assistance for personal concerns. This can help people feel more comfortable reaching out to the program. See below for resources to assist with EAP promotion to staff.

3. Review the EAP Service at Key Moments with Staff

These moments could include when hired; when promoted to a supervisor role; and at times of high stress, conflict or change. Provide individuals with the appropriate EAP brochure at that time and point out the key features of the service.

For example, when someone first becomes a supervisor, they may find the supervisor coaching service of particular help. Or when a department is going through significant changes, staff may feel extra stress. Remind them that the EAP is available to work with them through the transition.

4. Ensure that Staff Understand that the EAP Is Available to Their Family and Dependents

Family members and other dependents can use the EAP for their own personal concerns just as the employee can access the program. Each identified issue is allowed up to six counseling sessions at no cost. Dependents include:

• Spouse
• Domestic partner
• Children or step-children
• Children who live with the other parent
• Children who attend college/post-secondary school
• Foster children
• Anyone for whom the employee is the legal guardian

5. Promote the Breadth of Concerns with which the EAP Can Assist Individuals

Along with offering counseling services for what people may consider typical concerns (relationships, stress, grief, anxiety), the EAP also offers:

• Live, in-the-moment assistance (by phone)
• Support for work-related concerns
• Parent coaching
• Support for caregivers
• Child care and elder care referrals
• Financial consultation
• Assistance with other life concerns

6. Remind Supervisors about the Consultation Service

The EAP offers unlimited consultation by phone any time a supervisor needs support in their employee management role.

The coaching service can address concerns about:

• Employee behavior
• A direct report’s job performance
• Team dynamics, including interpersonal conflicts
• Critical incident or grief-related occurrences in the workplace
• Dealing with changes and transition within work teams
• Ways to recommend the EAP to employees
• Other challenges related to being a supervisor

7. Take Advantage of AllOne Health’s Resources.**

AllOne Health is the long-time administrator for the EAP. Through its website, members have access to a variety of no-cost resources to support their employees’ well-being, including webinars and e-newsletter, among other items that address life’s challenges.

Some suggestions on where to start:

• Encourage staff to sign up for the Insights newsletter or forward each edition to them.
• Promote webinars that may be of particular relevance to the organization’s teams.
• Highlight a blog entry periodically as a way to build awareness about the variety of ways the EAP can support employees. This could be done through an email message, column in the employee newsletter or a short chat during a team meeting.

Visit MCIT.AllOneHealth.com and browse the resources available there. To set up an account for the member portal, contact MCIT for the company code. Note: Some of the materials from AllOne Health include a different phone number for connecting with EAP services than the one MCIT provides to its members. Remind staff to use the dedicated number for MCIT member employees, which is 800.550.6428.

Contact MCIT for More Information

Members who have questions about the Employee Assistance Program are encouraged to visit the Employee Assistance Program page or to contact MCIT. (Those who want to access EAP services should call the EAP at 800.550.6428).

*Five-year average of EAP user feedback.

**MCIT is not responsible for the content of SandCreekEAP.com or AllOneHealth.com, nor does MCIT endorse any specific product or service on the sites.