benefits
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harassment, respectful workplace)
■■ Financial counselling (debt, budget, spending)
■■ Legal counselling (divorce, separation, child custody)
“Normally, there is no charge to the employee and since confi-dentiality
is a key component in a good EAP, employees can feel
confident their privacy will be respected and they won’t incur
any costs for accessing professional assistance,” said Stordy. “This
is a huge plus as paying privately can be out of reach for many
individuals.”
NOT JUST FOR EMPLOYEES
While it is easy to think EAPs are meant for employees only, a
reputable program provides additional support for managers and
business owners.
“The best EAPs provide human resources coaching and as-sistance
in dealing with complex issues, which often involve
terminations, bullying or harassment,” said Stordy. “We find com-panies
really appreciate the support and it’s especially attractive as
a complement to the work of internal HR professionals.”
In researching EAPs in its recent study, Investigating the Global
Value of Employee Assistance Programs, Arete found that when em-ployees
access assistance through their EAP, businesses save an
average of $900 per month, per employee. This, in turn, equates to
$10,800 per year, per employee. Additionally, the study found that
reduced productivity costs businesses an average of $13,000 per
year, per affected employee.
“It bears repeating,” said Stordy. “EAPs provide access to ex-pertise
on behalf of the employer in what can best be described
as a win-win situation: the employee gets the support they need,
the employer sees a return to productivity and the issue does not
escalate to a point where the individual requires external funded
health care.” ■
Olimpik/Shutterstock
“EAPS ARE BECOMING INCREASINGLY
PREVALENT AS EMPLOYERS ARE
RECOGNIZING THE IMPORTANCE
OF SUPPORTING AND ENGAGING
THEIR WORKFORCE.”
– PETER STRATTON, CHIEF PEOPLE OFFICER, WESTERN FINANCIAL GROUP
Courtesy of Peter Stratton
HRPATODAY.CA ❚ SEPTEMBER 2014 ❚ 39
