What is an EAS

An EAS is a work-site based programme designed to assist:

1. Work organisations in addressing productivity issues and
2. “ Employee Clients” in identifying and resolving personal concerns, including, but not limited to, health, marital, family, financial, alcohol, drug, legal, emotional, stress, or other personal issues that may affect job performance (EAP Standards and Professional Guidelines, 2003).

It is recognised that early intervention and referral by management, employees, families or employee representatives are necessary to the success of all aspects of an EAS.

Employee Assistance Manager's Brochure Spectrum Life

An Employee's Guide to the Employee Assistance Programme

The EAS is available for all TU Dublin employees and their dependant family members. It is also available to retired or redundant members of staff for up to and including three months after the end of their employment.

Confidentiality is the foundation of the EAS service. The EAS is bound by strict professional standards regarding the confidentiality and the disclosure of details of individuals who have contacted them.

In line with the codes of practice outlined by the Irish Association of Counselling and Psychotherapy (IACP or other relevant clinical bodies), an individuals’ contact with the EAS team remains confidential. The individual chooses what information they share, and no details will be given to anyone unless they instruct the EAS to do so. The only exceptions are:

1. Where there is a risk to someone’s life, an employee’s safety or the safety of others;
2. Where required by law.

Use of the Employee Assistance Service is voluntary.

There are five referral processes:

1. Self
2. Management
3. Employee Representative
4. Critical Incident
5. Disciplinary

A self-referral occurs when an employee who wishes to discuss an issue contacts the EAS directly through the free phone number without any intervention from other sources (i.e. management, supervisors, and employee representatives, etc.).

It is the responsibility of management to oversee the performance of their employees. While an employee may voluntarily self-refer and make contact with the EAS, management may also recommend and/or refer employees to the EAS at any time. In order to arrange a management referral, the manager should contact HR and discuss the issue with HR. Following this HR will complete a Management Referral Form in conjunction with the dedicated EAS Consultant, which must be signed by both the manager and the employee. If there is a need for feedback to HR, the employee must complete a consent form

The initial presentation and recommendations for treatment is the sole responsibility of the EAS team.

The acceptance or refusal to engage with the EAS should not result in disciplinary action for the employee

Appointments with a counsellor are available outside of work hours.

Employee Assistance Manager's Brochure Spectrum Life

Employee Assistance Service Management Referral Form

There may be circumstances where employees and their family members could benefit from the EAS and they may be encouraged to use the EAS by their recognised employee representative. Such recommendations are encouraged because recognised representatives may become aware of a problem prior to the point where a management referral becomes necessary.

In such instances, the employee will refer themselves to the EAS service similar to the self-referral process outlined above.

Critical incidents are situations in which employees are subjected to traumatic event in the course of their work (e.g. a robbery; an accident in the workplace or the death of a colleague). In such events, management can notify the EAS team immediately and a response plan can be coordinated and implemented. Employees also have the option to make direct contact with the EAS team for individual support following a traumatic experience.

When an employee is showing signs of deteriorating job performance, poor attendance/ time-keeping, or inappropriate or unacceptable behaviour management will follow the standard disciplinary procedure. In conjunction with this procedure, if it is thought to be appropriate, management may inform the employee of the function and benefits of the EAS and offer to make a referral. If the employee is willing to engage with the EAS. HR will then complete a Management Referral Form, which must be signed by both the manager and the employee. The manager will then forward it to the EAS provider, who will contact the employee within 24 hours and conduct the initial assessment. The EAS may then arrange for the first appointment to be made for the employee at a suitable time. If the referral necessitates feedback for HR the employee must provide written consent by completing a consent form.