Here's an example of how the wife of a PACE member, in her own words, utilized the employee assistance program available through her husband's employer:

Within the past 15 months, I lost my dad, who was a dear friend, as well as a father. I found out that one of my three kids was using pot. We were just about keeping up the payments on the house, the cars, and the credit cards. And the next thing you know, they lay me off for three months. My husband helps some with the housework and the kids, but I looked around and the other women I know aren't struggling like me. I started getting very depressed - life became almost meaningless. I couldn't shake it off: It started to scare me and I guess not enough because I almost became immobile. I didn't know whether I wanted to sit walk around, or go out; it was awful, so I slept. I slept and slept and slept. Later on, in counseling, I learned sleep is used as a temporal?, escape from depression, and by no means the answer My husband got worried, so worried that he actually called the EAP for me and handed me the phone.

It's been a year now, and I'm much better and it is great to feel better. I still have down days, but not anything like before. Getting help through the EAP really made a difference for me and my family.

TROUBLE AT WORK? DIFFICULTIES at home? If so, you're not alone; generally, 15 to 20 percent of the workforce experiences problems at one time or another. On a personal level, problem areas include alcohol or drug abuse and dependency, anxiety and depression, loss or grief issues, family concerns, interpersonal problems, health problems and so on. At the workplace, problems can include a stressful physical environment, shift work, harassment, job dissatisfaction, or conflicts with peers or employers. Fortunately, employee assistance programs (EAPs) can help you and your family deal with these and many other issues in a cost-effective and humane manner.

What is an EAP?

An employee assistance program is a proven strategy for assisting employees and their families with personal and work-related problems, difficulties and concerns which may be experienced from time to time. In the workplace, the EAP can help labor and management deal with problems which affect job performance before disciplinary action becomes necessary. Unaddressed worker problems are costly to the union, the workplace and the community. The EAP approach lessens these costs.

In PACE workplaces, a joint labor-management committee is key to setting up and operating an effective EAP. Having a program that the membership trusts, and which is not perceived as the company's plan, is important, and the union's role in the EAP should be acknowledged in all publicity and training materials. In addition, any EAP training should be provided to union stewards and officers as well as management. EAP staff should be familiar with the union contract, and the program should never be used to circumvent the collective bargaining agreement. Participation must have no bearing on grievances, disciplinary action or opportunities for promotion.

How to Use the EAP

A successful employee assistance program provides a point of first contact for discussion and assessment, short-term counseling, and referral to outside resources when appropriate. The EAP office is generally staffed by counselors who are trained to assess and evaluate problems and help devise a rehabilitation plan, as well as supervise follow-up treatment. They are experts in matching a troubled worker with appropriate help. Even though EAP philosophy focuses upon supervisors referring troubled employees to the EAP, the majority of people seek help on their own. They know about the EAP from union stewards and bulletin boards. Referrals can also be made by the company medical department.

Some people may be reluctant to come forward to the EAP as a self-referral in fear that the EAP coordinator or professional will share confidential information with the company. Self-referrals, however, are completely confidential.

Today's EAPs address many of the problems confronting PACE members and their families. If your workplace has an employee assistance program, be sure to keep it in mind when work, personal, or family problems become overwhelming.

Key Principles of an EAP

1. Free - No charge to users of the service. Insurance coverage should be reviewed and adjusted, if necessary, to include EAP-related services.

2. Confidential - Names of clients remain confidential, and information provided in counseling remains confidential. While statistics on the number and types of problems may be needed to monitor the program, the names or other revealing characteristics are not divulged.

3. Voluntary - Participation in the program by an individual is strictly voluntary. It may be painful to see someone refUse to use the EAP's services when needed; however, help is generally effective only when a person is ready for it.

4. Professional - Counselors are professionally qualified and experienced in EAP counseling.

5. Conveniently Located - The EAP offices should be located in a neutral but private and convenient location. An exposed office within earshot of management and coworkers, for example, might discourage employees from participating in the program.

6. Family Coverage - Employees and their immediate families have access to the EAP services.

Frank Burger, CEAP
Director of EAP Services
PACE International Union
P. O. Box 1475
Nashville, TN 37202
615/834-8590
fax: 615/833-9332

The PACESetter, vol.1 no.2, April 1999