Blog #8 - Employee Assistance Programs

While reading about Employee Assistance Programs (EAPs) in Chapter 15 of our text book, I found it hard to imagine a downside to this employer-offered benefit.  Wow, my employer will actually pay for me to get help if I had an alcohol or drug problem, I need legal help or require tax assistance (by the way, I don't need help in these areas - I mean, I really like wine but I'm pretty sure I don't have a problem!)?  To reaffirm this opinion, in the article The Top 10 Reasons Why Your Company Needs a Employee Assitance Program the top 5 benefits are:   1. Improved Productivity, 2. Reduced Company Costs, 3. Third Party Assistance, 4. Increased Morale and Workplace Harmony, 5. Reduced Absenteeism  (you can read the rest in the article).  These are some pretty convincing reasons.  Why wouldn't an employer offer such a program?

Here's why.  The article The Disadvantages of Employee Assistance Programs explains the downside to these programs.  1. The cost.  It is not always clear there is a positive return on investment and the cost to implement these programs can be substantial. 2. Confidentiality.  At work, it isn't always easy to keep your personal life private.  Although counselors have an obligation to confidentiality, co-workers may find out you are participating in these programs.  You may be embarrassed and choose not to continue treatment.  3. Effectiveness.  This depends on the provider.  The employer must choose wisely, and, as the saying goes "you get what you pay for".  4. Misuse.  I believe this is the bigest disadvantage.  Personally, I know some people who use this as another form of PTO (Paid Time Off).  Obviously, this can be very costly to the organization.

So, are these programs good or bad?  Effective or a waste of time?  As in many circumstances, it depends.  It depends if the programs are well planned, successfully implemented, and well-run.  Rationally, it only makes sense that a happy, well-adjusted, problem-free employee would be more productive.