Employee Assistance Program

MISSION & PURPOSE
ELIGIBILITY
CONFIDENTIALITY
HOW IT WORKS
WHEN TO SEEK PROFESSIONAL
ASSISTANCE
LOCATION & HOURS OF OPERATION
OTHER EAP SERVICES: TRAINING
ORGANIZATIONAL INTERVENTIONS / DEVELOPMENT
CONFIDENTIALITY AND CONSENT TO SERVICE -- pdf
INFORMATION RESOURCES
TALK TO US / E-MAIL US

MISSION & PURPOSE

Working to improve the quality of life of Broward County employees and their families, both at home and on the job - the Employee Assistance Program,or EAP, provides a variety of services, including: assessment, referral, and case management services; prevention and education services; management consultation; and organizational development services.

Recognizing employees as unique individuals with a variety of needs, Broward County Commissioners established the EAP for the purpose of providing employees and their families with help for personal problems such as: relationship and family issues; emotional problems like anxiety, depression and chronic stress; substance abuse and addiction problems; and work-related problems.

ELIGIBILITY

EAP services are available to all Broward County Government employees, their domestic partners and family members. Former employees remain eligible to receive EAP services for eighteen months after leaving county employment. There is no charge for EAP services.

CONFIDENTIALITY

Broward County EAP understands that protecting client confidentiality is the cornerstone of a successful Program, that it is essential to establishing the basic trust that enables an employee to share personal information and ask for help. It is important for you to know that your E A P staff is personally and professionally committed to ensuring the privacy of your communication with us.

	It is the policy of Broward County that EAP records will be kept confidential to the extent permitted by law. EAP client records are protected by Florida Statute and Federal Regulation, and they are maintained separate from any county employment and/or personnel records. They are housed within the EAP office and are accessible only to EAP staff.
	EAP Counselors are licensed mental health professionals subject to State statutes and Federal Laws & Regulations governing the confidentiality and disclosure of client records. In addition, the Broward County EAP is a member of the Employee Assistance Professional Association. Counselors are nationally certified EA Professionals. As such, they are ethically bound to comply with the EAPA Code of Ethics, which includes rules governing client-relatedinformation and communication.
	EAP client-related information is confidential and released only with the written permission and consent of the client. Circumstances under which information may be released without their consent are fully disclosed, in writing, prior to admission to the Program.
	Any employee who self-refers and contacts the EAP independently can be sure of complete privacy - no one will know about your participation in the Program unless you tell them.

If your supervisor refers you because of performance issues or problems on the job, it is our policy to let him/her know if you have kept your appointment. No information concerning the nature of your problem will be released without your written consent. If you are referred by your union representative, the same courtesy will be extended to him or her.

Click here to review Employee Confidentiality Protection Policy: EAPA CODE of Ethics

HOW IT WORKS

When you contact the EAP for help with a personal problem, a licensed mental health professional will meet with you to assess the situation and advise you of available options for assistance, either through your health insurance provider, or through other resources in the community. If you decide to seek counseling, it is important to know what you can realistically expect to accomplish, as well as how to maximize your insurance benefit. The EAP can help you "hit the ground running.” We'll help you clarify your treatment goals and objectives and guide you in selecting a treatment provider you can feel comfortable working with, someone who has demonstrated expertise in your area of need. If you will be using your county insurance, the EAP will provide you with a referral and obtain authorization for treatment from your health insurance company. Once you begin counseling, the EAP remains available for consultation and support until the problem is resolved.

WHEN TO SEEK PROFESSIONAL ASSISTANCE

Life is difficult and stress is part of the very fabric of modern life. We all wear many hats and juggle numerous responsibilities. Simply finding the time to tend to the basics can be a real challenge, never mind finding time for R & R, for personal growth or for furthering one's education. Life also has a way of throwing us curves - things don't always go the way we planned and change is constant - it's a virtual certainty that we're going to hit a few "rough patches." Most of us make it through the tough times, usually a bit wiser for having had the experience, yet there are times when we get overloaded and feel overwhelmed, or we get stuck and just can't seem to resolve our problems - the same issues resurface over and over again. These are the times when reaching out for help can make all the difference. Sometimes all we need is some extra support, a different perspective or a few new coping skills.

You don't have to be in crisis to ask for help; in fact, early intervention gets the best results. Remember, problems either get better or they get worse. If they're not getting better, they're probably getting worse. Don't wait until things are out of control. Call your EAP sooner rather than later!

Personal problems don't always impact job performance; however, when someone is having problems on the job, invariably there are also personal problems. If you're missing work or are having trouble getting in on-time, if you can't get along with co-workers or your productivity is slipping, if you've lost your edge and just can't get back on track . . . don't wait for your supervisor to refer you because of poor performance or behavior problems. Take control, put yourself back in the driver's seat. Call your EAP and make an appointment today. Participation in the EAP will not jeopardize your job security or future promotional opportunity. In fact, solving the problems that may be affecting your job performance can only enhance your career development. Remember, if you self-refer to EAP, no one will know unless you tell them.

Self Assessment: GETTING TO KNOW YOU…. SCREENING TOOLS…
Click on any of the categories listed below in order to take a self-assessment test and see where you are:
Depression
Anxiety
Eating Disorders
Domestic Violence
Drug
Alcohol
Gambling

INFORMATION RESOURCES
Click on any of these categories for more information:
Mental Health
Stress Management
Chemical Dependency
Alcohol and Drug Information
Domestic Violence
Legal Momentum: Advancing Women's Rights
National Center for Victims of Crime

LOCATION & HOURS OF OPERATION

The EAP is a free-standing facility, located in a residential/professional office area in the southeast section of Fort Lauderdale. Our address is, 1317 SE 4 th Avenue, Fort Lauderdale, FL 33316.

Office hours are from 8 to 6 pm, by appointment only. For more information or to schedule an appointment, call 954 765-4220.

OTHER EAP SERVICES

TRAINING

The Employee Assistance Program provides a variety of training programs designed to prevent problems in the workplace and to enhance employees' skill sets. Many of our training programs are featured in the Training Calendar that is published by the Employee Development section of the Human Resources Division. All EAP training can be tailored to a specific work group and brought directly to the work site. Incidentally, we also provide on-site orientation to the Employee Assistance Program. The EAP training menu varies; however, the following programs are generally available:

	EAP Supervisor's Training covers the basics of supervision and emphasizes the role of management in preventing many attitude, behavior and performance problems. Supervisors and managers learn how to recognize the "troubled employee," how to constructively confront behavior and performance problems, and how to develop a winning strategy for resolving performance-based problems.
	Workplace Violence Prevention demonstrates to participants how the County’s Workplace Violence and Whistle-blower Policies work together with sound management practice to help prevent violence in the workplace. Participants learn about the continuum of violence and the profile of the violent perpetrator, as well as how to defuse violence and report violent incidents.
	Substance Abuse/Reasonable Suspicion acquaints participants with the County's Drug Free Workplace Policy, identifies sub-standard performance indicators and situations in which testing may be appropriate, and spells out the appropriate personnel actions to assess, counsel and refer for treatment or rehabilitation.
	Drug Free Workplace describes the differences between use, abuse, and addiction and helps participants understand what addiction is and is not. It also teaches the behavioral indicators of early, middle and late stage addiction, as well as the consequences of addiction, what help is available, and how to intervene.

 

ORGANIZATIONAL INTERVENTIONS / DEVELOPMENT

Critical Incident Stress Management(Debriefing, Defusing, Demobilization) is an intervention process of proven value in helping emergency service personnel understand and deal with the stress generated by a particularly traumatic incident.

Crisis Intervention Services are available to all employees exposed to on-the-job trauma associated with incidents such as: serious accidental injury or fatality; violence (hold-up, assault, homicide, suicide,) or threat of violence; death or serious injury of a co-worker; natural disaster; terrorist activity; contact with dead, sick or seriously injured individuals; or exposure to risk of infection by a deadly disease.

Extreme situations, those outside the realm of everyday experience, can, and often do, generate extreme reactions. Traumatic stress or critical incident stress is a normal reaction to abnormal events. Traumatic stress reactions can be delayed so that individuals may not recognize a need for help or even associate their reaction with the traumatic event. Unfortunately, traumatic stress has the potential to become very serious if it is ignored. Management should, therefore, be prepared to refer individuals for intervention services, or to request on-site group intervention when employees have been exposed to traumatic incidents and demonstrate signs of distress or behavior changes, or when they request help. Intervention is most effective within 24 to 72 hours of the adverse incident.

EAP Organizational Needs Assessment was initially developed for the purpose of gathering information to clarify an existing problem, identify its underlying causes and suggest corrective action. It was based on the premises that 1) employees closest to the problem are the best source of information regarding the problem, and 2) they would be more forthcoming communicating with an objective third party under conditions that limit the risk of adverse consequences. Needs Assessments have subsequently been found to be useful in the prevention of problems and liability through early identification of organizational and behavioral risk factors. Needs Assessments are a valuable adjunct to any planning process, often containing information related to the organization's mission, structure, physical environment, internal operations, management styles, communications, internal and external support systems, interpersonal relationships (levels of stress, trust, cooperation, teamwork, dysfunction and conflict), morale, general "climate" and sense of "fit" within the broader context of county government. And finally, since Needs Assessments derive from the experience and perspective of the workforce, they offer management an opportunity to do a "reality check" and assess how closely their perceptions jibe with those of their employees.

An EAP Organizational Needs Assessment is a four part process consisting of preparation, information gathering, reporting and follow-up.

	Preparation is important. The purpose of the Needs Assessment should be explained in advance of the interviewing. Employees should also understand what a Needs Assessment is and is not. The Needs Assessment is an opportunity for employees to express their views of how the organization is doing, to raise concerns they may have, and to input suggestions for innovation and improvement. It is not fact-finding, an investigation or a performance appraisal, and it is not about blame. The intent is to learn, to grow and to continue to improve the overall functioning and well-being of the agency. Employees need to know that, while the purpose of the Needs Assessment is to gather information, the sources of that information will be kept confidential. And finally, the expectation that all employees participate in the process helps preserve anonymity and provide balance to the process. It has been our experience that those who feel they "have nothing to say" are often our best resources.
	Information gathering involves a review of available background information concerning the organization, followed up by individual interviews conducted by EAP professional staff. Interviews will have been scheduled in advance by a designated agency staff person who will have the additional responsibility of shepherding people to their appointments or otherwise helping to keep things on schedule. Interviews are generally from 30 to 50 minutes long and are uniformly structured around open-ended and clarifying questions. Open-ended questions are preferred over surveys because they do not limit content: staff sets the agenda. Questions typically solicit a brief description of job duties, length of service, what is most satisfying or rewarding about the job, what difficulties are encountered in the course of the work and, finally, what changes are suggested.
	Reporting takes the form of a written summary of employees' perceptions of agency strengths, their identified problems and concerns and, most important, their suggestions for improvement. Needs Assessments seek to identify trends and/or consensus; consequently, isolated issues seldom appear in the final report. The Needs Assessment report should be viewed by the requesting authority in light of their knowledge of their agency's operations, procedures and personnel as it is beyond the scope of the EAP to assess information for accuracy.
	Follow-up can include in-depth discussion of the Needs Assessment with the requesting authority, as well as consultation regarding follow-up meetings with the work group for feedback and/or strategic planning purposes, training, and resources that are available to support change initiatives.

EAP staff are available for consultation through all phases of the Needs Assessment process. If you have further questions or would like to schedule a Needs Assessment for your agency or work group, please do not hesitate to call us.

Process Groups provide a work group the opportunity to constructively work through problems, conflicts and/or losses, improve communication, and establish ground rules that will enable them to deal effectively with future problems, overcome obstacles, and work together more cooperatively and successfully as a team. Supervisory process groups provide a forum for discussion of workplace issues and problem-solving strategies while building a more effective and supportive management team and enhancing management skills.

Coaching is available on an individual basis to help managers actualize their full leadership potential by developing the strategies and "people skills" necessary for successfully dealing with the challenges of today's complex work environment.

For more information go to Critical Incident Management.

For further information or to request EAP services, call 954-765-4220.

Or E-mail us: EAP@Broward.org