1. Employer policy development/review involves discussion regarding any existing policies which address Drug-Free Workplace (DFW), Substance Abuse, and Drug Testing (if applicable); plus development of new policies where needed. An EAP policy will be a new focus needed to outline how the EAP will correspond with their discipline and substance abuse policies (drug testing policies where applicable). All of this work helps assure that company policies covering these areas are interrelated and in support of the basic philosophy of the EAP - bringing troubled employees to the rehabilitation they need to return to work with improved outlook and productivity.

2. Assistance with implementation involves working with the development and review of the above named policies by providing policy samples to use as a foundation. This may also involve attending several meetings of key personnel and union members (if applicable) during the planning process.

3. Assessment and referral services is the basic component of the program contract. There is unlimited access to the Agency’s Assessment Service offices for all employees and their family members. Qualified Assessors use various assessment materials, assist individuals with personal problems, and evaluate the situation presented. They then determine the best recommendation(s) for treating or addressing the problem. Assessors work with a complete referral list of mental health and substance abuse treatment providers. Licensed psychologists are also available for specific evaluations when needed to complete assessments. It is the individual's decision to follow or not follow, that recommendation. There can be a limited number of ‘problem solving’ sessions when applicable. In all instances there are client release forms allowing the EAP to contact treatment providers when advisable.

4. Information/educational presentations begins with orientation of all employees. Orientation can be conducted with a combination of general EAP brochure, letter from the employer (samples provided for background with letter development), and personal meetings with the EAP staff and groups of employees. These personnel meetings are scheduled to fit into company time constraints. This presentation includes some basic substance abuse education (which also is a DFW requirement). In order to insure complete understanding of the EAP benefits for a company, orientation must be emphasized to include all three elements. An EAP video is available to enhance orientation opportunities and is best used with small groups of employees.

5. Supervisor training plays a key role in whether or not the EAP is truly implemented and "working" within a company. Training focuses on how to work with the troubled employee who is not performing well; how to document performance; how to prepare for a corrective interview; and how to rely on the EAP for support in supervisor work. Supervisors are encouraged to focus on signs of trouble as seen in job performance and not on signs of substance abuse or mental health problems. This is the work of the EAP Assessor. Training is highly encouraged for greater understanding and to enhance EAP visibility. This will be scheduled in conjunction with the Employer. A review program is recommended in approximately 12 months.

6. Informational displays/posters are used to keep the EAP program in focus for all employees. Posters list EAP numbers and may be displayed throughout the work site. “Virtual Brochures” as well as regular brochures are distributed on a scheduled basis. Each ‘brochure’ addresses a different topic to provide education on substance abuse and mental health problems. It also serves as a reminder of how to access the Agency’s Assessment Services, Inc. Employers (if desired) will receive enough brochures to distribute to each employee for use such as a payroll stuffer.

7. Assistance with marketing the EAP in a work site involves being available to supervisors with concerns about individual employees; assuring that when questions regarding personal problems or treatment providers are presented to our EAP office or to any of our assessment locations, reliable answers are found as quickly as possible; and being available to facilitate pertinent employee training's in human resources development. In general it indicates that there will be an EAP presence in that work site and understanding of what the EAP can do for employers and employees.

8. Emergency services refers to a 24 (1-800-562-7622) hour dedicated hotline which emergency resources for someone in crisis as needed; and contacts individual EAP Assessment staff for after hour emergency calls as needed.

9. Problem Solving Session(s) refers to the limited number of session(s) with the EAP Assessor after an assessment. The Assessor can decide with the EAP client at the time of the assessment if ‘problem solving’ session(s) would be beneficial.

10. Mental Health/Psychological Evaluation refers to one/two sessions with licensed contractors (psychologist or mental health center). These services would be utilized on an as needed basis, determined during the EAP assessment at no cost to the EAP client.

11. A Substance Abuse Professional, required for all Department of Transportation referrals, is available through the EAP to provide evaluation, referral, and follow-up. Consultants under contract with the EAP meet Federal guidelines as required by the Department of Transportation.

12. Gambling Assessment and Referral is available through EAP consultants who meet or exceed the State Standard. Evaluation and the ‘problem solving’ session(s) are available to all EAP members. When needed, assistance will be provided for the employee to access a more intensive level of ongoing services and/or support.