|
What is
EAP?
Many of us
face painful, challenging personal difficulties at some
point in our lives. The
Union recognizes that employees may have difficulties which
affect their job performance and their health.
Dependence on alcohol and other mood altering chemicals,
family problems and emotional problems are some
examples. The Union believes it is in the interest of
the employee, his/her family, the Union, and the
employer to provide the employee assistance in
dealing with such problems.
An instrument to
accomplish this is the Employee Assistance Program
(EAP). In general, EAP's are designed for employees and
dependents who have personal problems which may affect
the employee's job performance. While there may be some
differences among employers, EAP's affiliated with
District Lodge 141 are voluntary, confidential,
professional services which provide evaluations,
assessments and referrals, through appropriate
resources, for treatment and follow-up care.
How Do I know When I really Have a Problem?
It is
not easy to decide when to ask for help. Your EAP
representative can help you determine whether you need
to take action and help you find the resources.
Depression, Mental Illness, Domestic Violence, Anxiety,
Grief & Loss, Alcohol Dependence, Drug Dependence,
Gambling, Addictive Behavior, Sexual Abuse, Divorce,
Marital Relationships, Elder Care, Trauma Reactions,
Eating Disorders, Child/Teen Conduct and there are many
more.
The
District Lodge 141 Employee Assistance Program (EAP) goal is to
motivate members with personal problems and accept
professional assistance within the constraints of the
respective negotiated company benefit plan. The EAP
Coordinator's function within the program is to provide
education and awareness of the EAP, advocate for and
support the principles and tenets thereof, and direct
employees to an appropriate and qualified professional
evaluation resource.
Union Coordinators
The mainstay of our
program is the local lodge EAP coordinator. These men
and women give much of their personal time to assist our
brothers and sisters who are experiencing personal
difficulties. After review by the local lodge, our
coordinators are appointed by the President and
Directing General Chairman to this position with
re-appointments based on recommendations of the Director
of DL 141 EAP and concurrence by the President and
Directing General Chairman.
Roles
There are differences
between the roles of our coordinators and that of
employer EAPs. The most significant of these is
diagnosing and evaluating. Our EAP coordinators do not
make clinical diagnosis nor is their job to do clinical
evaluations. However, our EAP coordinators do provide
other valuable functions that, in most cases could not
be efficiently provided by employer EAPs. The main
responsibilities of our coordinators are: to promote EAP
and its use, to encourage acceptance of EAP referrals,
and to be supportive of our members in a follow-up role
when appropriate. In cases where our brothers and
sisters choose not to involve the employer EAP our union
coordinators can provide information about community
resources that can provide professional assessment and
evaluations.
Consulting with an EAP Coordinator
Consulting with an EAP Coordinator is confidential
unless otherwise required by law. When should the
coordinator be consulted? One instance would be when job
performance or work related problems or issues exist or
persist. By way of example, most of us experience some
type of family or life difficulty that intermittently
effects our disposition and or our ability to give full
attention to the task at hand. However, the majority of
these work themselves through in a short time without
any significant intervention or consequence. There
should be concern when these symptoms linger or persist
for several weeks or months and it would be well to
consider discussing this with your union coordinator.
Remember, our coordinators are well versed in EAP
procedures and can provide an empathic and supportive
ear. Sometimes, all a person needs is someone who will
listen and not be judgmental. |
