Abstract
This paper explores employee assistance programs (EAP's), describing what they offer and the benefits that they can provide to employees and employers. It describes the benefits of EAP's regarding happier employees which lead to a more efficient workplace.

From the Paper
"Employee assistance programs (EAP's) are programs that are generally provided by employers or in some cases jointly provided by employers and unions. Employee Assistance Programs (EAP's) are intended to assist employees and their family ..."

Tags:employee assistance programs, stress, benefits, EAPs, counseling

Abstract
This paper examines the positive impact of employee assistance programs on a company, most notably the resulting employee satisfaction and retention. First, the paper defines an employee assistance program (EAP) as the employing organization providing a variety of support programs for its employees. According to the paper, EAPs strive to provide a safer working environment or better heath care coverage for employees and their immediate relatives. The paper traces the development of EAPs in the US, highlighting a number of organizations and their programs. Employee eligibility for an EAP is also discussed. The paper also analyzes the Employee Assistance Professionals Association (EAPA) Standards and Professional Guidelines. The paper concludes by stating that everyone benefits from EAPs. Employers benefit by having productive and more inspired employees,and employees feel that the company cares for them by ensuring that a first-respond lifeline program is available should the need arise.

From the Paper
"EAPs comprise of various benefits and there can also be a lifeline for emotional distress resulting from accidents, deaths and relationship issues with families and friends. Other EAPs strive to provide a safer working environment or better heath care coverage for employees and their immediate relatives. Financial and legal aid may also be part of a company's EAP. Depending upon the thrust or the vision of a company, EAPs vary from company to company and in some states in the United States or even some countries, EAPs are mandatory inclusions in employee benefit programs and benefits. The goal is to help employees identify and clarify issues they are facing, provide resources to help them solve their problems, and train them to develop coping skills (Knapp, 2009).
There are varying reports as to when EAPs actually originated but one thing is certain through that it originated in the 1900s. The New York has had a documented history of EAP as far back as 1917 when "R.M. Macy and Co. and the Northern State Power Company were the first to recognize the need and to establish EAPs. Most EAPs began in the 1940s with employer concerns about alcoholism among white-collar workers (New York State, 2009)." Thus, the concept of the EAP originated in the 1970s in an effort to reduce substance abuse and intoxication in the workplace. Since that time, EAPs have evolved to deal with a variety of issues such as marital problems, depression, anger management, anxiety and physical illness."

Tags:monetary compensation, benefits, sick leave, day care

Abstract
In this article, the writer presents an examination of employee benefit programs and looks at how they impact the public sector workplace. The writer explains what employment assistance programs (EAP's) are. The writer then discusses their history, management and impact and also studies how they fit into the public sector workforce. The writer concludes that, as public sector organizations move forward and budgets become tighter, EAP's should not only be maintained, but they should be enhanced to further reduce public sector workplace problems which in turn saves taxpayer dollars.

Outline:
Introduction
History
Purpose
Types of EAPs
Benefits of EAP in Public Sector Workforces
How EAPs Are Managed
Public Sector Specifics
Success or Failure

From the Paper
"Over the years EAP's developed into programs meant to assist with any employee personal problem that had the potential to interfere with his or her ability to perform work duties. This can include marriage issues, financial stress, depression, drug or alcohol use, child care issues or other things that are not job related but have a negative impact on the employee's job performance."
"Employee Assistance Programs saw major growth during the 1970s when federal grants began to be offered to help offset the cost of providing such programs in the private and public sector."

Tags:benefits, sector, workplace, services

From the Paper
"There are myriad problems which plague both public and private organizations resulting in decreased productivity (tardiness, absenteeism, work-place substance abuse, off-site substance abuse impacting performance, an increased incidence of accidents, faulty decision making, and decreased employee morale) due to an increasing incidence of "troubled employees". ... reports that factors such as new and modified life-styles, a changed workforce, increased female participation in the workforce, changed roles among females and males within the family structure and within the work-place, new management practices, the changing nature of work, a decline in union power and membership, technological advances resulting in rapid job changes and job elimination, and increased education, ... "

From the Paper
"This research examines the development and implementation of employee wellness programs in the American work place. The practice of employer sponsorship of such programs is increasing rapidly in the contemporary period (Anfuso, 1995, pp. 70-75). The purpose, scope, and character of such programs are addressed."

Tags:LABOR

Abstract
The paper identifies the sexual boundaries in the workplace and considers how to deal with situations in which these boundaries are crossed. The paper discusses the role of employee assistance programs (EAPs) in trying to educate employees about appropriate behavior and then focuses on online sexual activities (OSA). The paper contends that the best way for employers and EAP programs to handle both traditional and online sexual harassment is to have awareness and prevention programs in place. The paper then lists the competencies that should be included in these types of programs.

From the Paper
"In 2005, studies showed that one in four women and one in six men have been victims of sexual harassment or abuse. With those kinds of numbers it is a good bet that some of those were experienced in the workplace. Different people deal with situations in different ways. Some people can go through a traumatic event and never show any signs that anything is wrong. And yet others go through several levels when dealing with things. This people are more likely to show visual signs at work that may affect their work performance (Lee, 2005, p.21)."

Tags:boundaries, advances, online, abuse, prevention

Abstract
This paper describes the uses of Employee Assistance Programs in the workplace with reference to counseling.

Tags:counseling, work, place

Abstract
This study attempts to determine the relationship between work autonomy and job satisfaction of EAP social workers in internal employee assistance program settings by looking at a number of work related factors. To begin with, the paper considers the extent of the relationship, if any, between work autonomy and job satisfaction among social workers. It then looks at the nature of job satisfaction from a social worker's perspective as well as how employee assistance programs can assist social work managers in improving social worker job satisfaction.

Introduction
Statement of the Problem
Purpose of the Study
Significance of the Study
Key Term Definitions
Review of Literature - Overview
Work Autonomy within Organizations
Work Autonomy and Social Workers
Job Satisfaction within Organizations
Job Satisfaction and Social Workers
Theoretical Framework

From the Paper
"Substance abuse in the American workplace is an enormously expensive and growing problem today. According to Pace, Smits and Youngblood (1992), there are literally billions of dollars being lost in terms of productivity, as well as an incalculable amount of human misery and the erosion of world preeminence in the marketplace as direct or indirect consequence of workplace substance abuse. These authors report that properly designed and managed EAPs have demonstrated a significant, proven, and much needed role to play in the prevention and the treatment of workplace substance abuse. "Yet there are only about 10,000 EAPs in existence today in the American workplace, covering perhaps 10 percent of the work force" (Pace, Smits & Youngblood, 1992, p. xvi)."

Tags:intervention, mechanism, alcohol, health, behavioral, problems, training, consultation, supervisors, outreach, counseling

Abstract
This paper evaluates the wellness program at a community college by reviewing the current status of the program, recommended goals and actions and predictions for the future. The author feels that the program lacks strong support from senior administration at the community college. The author states that organizational wellness programs are outgrowths of the employee assistance program (EAP) concept and presents its benefits such as better health of the workers.

Table of Contents
Introduction
Status of the Program
Recommended Goals and Actions for the Program
Prediction for the Future of the Program

From the Paper
"The few initiatives made by the wellness program with some degree of resource support from the college administration have been successful over the short term. Over the long term, however, the absence of continuing resource support from the administration allowed the initiatives to die slow deaths.

The stage of readiness to support a workplace wellness program is low at the community college. Until the senior administration become aware of the organizational benefits of wellness programs and provide the resource and moral support required a wellness program to succeed, the existing wellness program at the community college will continue along its present path to nowhere."

Tags:support, health, employee, administration, status

Abstract
This paper explains that building successful reward systems, which ultimately keep employees productive and happy, will help organizations survive and prosper. The author points out that job pay structures should be competitive with other similar jobs in the organization and salary increases should be given as merit raises through yearly evaluations. The paper relates that a valued reward is paid time-off, which is earned for time worked a set number of hours per week. The author describes other benefits, such as health and life insurance, retirement funding and a child care flexible spending account, which can be arranged to meet individual employee needs. The paper stresses that employees or individuals seeking employment, as a rule, are looking for job security and promotion. The author underscores the importance of recognition as a benefit need.

From the Paper
"To succeed as a working individual, in today's fast pace life, the need is recognized for improved Employee Service Benefits. These will be obtainable for assistance in child- care, through using an approved child-care facility. The lists of the child-care facilities are on hand and can be obtained through human resources. There is also a flexible spending account available to those who wish. As addressed from Employee Benefits Specialists a flexible spending account will "allow participants to set aside money on a pre-tax basis to pay for qualifying medical and dependent care expenses.""

Tags:productive competitive, employee assistance program, packages recognition