LifeWorks! EAP Plus

Employee Assistance, drug-free workplace and employee wellness testing program.

LifeWorks!’ Employee Assistance Program is confidential counseling and alcohol/drug testing services for employees with personal problems that affect their work performance. EAP’s are designed to deal with alcohol and drug abuse at the workplace also to reduce risks, cut costs, and enhance employee productivity.

LifeWorks! offer our EAP Plus program with fee-for-service contracts or employee self-pay with discounted fees. Our program is designed so that when the employer contracts directly with LifeWorks! they are paying only when the service is used.

Once an EAP is in place, employees can begin using EAP services in a variety of ways:

Self-referral: Employees or family members contact the EAP directly.

Informal: A friend or colleague (who may or may not have used an EAP) suggests the EAP to the employee and recommends its use.

Formal: Based on observation, a supervisor, manager or HR professional recommends the EAP to an employee. Such a referral may be mandatory due to positive drug or alcohol screen, poor performance or disciplinary actions.

A critical component of an EAP program is confidentiality. Federal law requires confidentiality of counseling, alcohol and drug abuse records, and it provides penalties for unlawful or unauthorized release of information. EAPs may not release any information without signed consent, regardless of the nature of the problem.

Information is usually only available to the employer if the employee provides written permission, this general rule has two exceptions:

The supervisor or HR may receive a general report from our EAP with totals of services provided and types of problems addressed. When counseling is mandatory due to disciplinary problems, including a positive drug or alcohol screening, the EAP may inform the supervisor or HR about whether the employee is attending required sessions. The supervisor or HR may also inquire about the employee's progress.

Work stress alone or accompanied with alcohol and or substance abuse issues can build up over a period of time and can possibly lead to conflict with other employees or even escalate into a violent situation. With our EAP, the employee can seek help during the early stages of a problem, which can prevent it from turning into turning into something more serious.

Using our EAP will also help employees deal with issues outside of the workplace that can impact job performance. Many people deal with issues, including substance abuse, depression, marital strife... Our EAP will provide an outlet to help them resolve these issues, or at least learn to cope with them so they won’t impact job performance.

As the employer, our EAP Plus Program can also provide benefits to you. Because employees have access to a resource that can remedy a potentially debilitating problem, it can reduce absenteeism or even turnover. As a result, you will have a happier, more productive workplace.

Why choose LifeWorks! EAP Plus?

At LifeWorks! our clients and your employees will receive compassionate, affordable and quality counseling, treatment and services. Our experienced, results oriented professionals have a track record of positive client outcomes. Our commitment is to offer efficient and effective access to necessary treatment and ancillary client support systems in a cost-effective and accountable manner. 

LifeWorks! can come to the business to do group testing or the employees can come to our office.

Trust but verify, drug testing is one very effective way to protect your workplace from the negative effects of alcohol and other drug abuse. A drug testing program can deter employees from coming to work unfit for duty. Used as a pre-screening employment tool drug testing can also discourage alcohol and other drug abusers from joining your organization in the first place.

Also, the cost of the initial immediate results testing is a fraction of the cost of laboratory screening.

Our immediate results testing varies in accuracy from 97-99% If an employee tests positive or disputes the test results, LifeWorks! can then send the sample to our partner laboratory to confirm the initial positive result with a confirmation test using the GC/MS method (gas chromatography/mass spectrometry).

Drug and alcohol addictions have laid waste to many a promising career and have even resulted in dire ramifications in the form of violent and sexually inappropriate conduct. But as a protected disability, the pitfalls of dealing with workplace addictions are many and employers must exercise caution. Yes, employees who are undergoing treatment have always been covered by the Americans with Disabilities Act (ADA).

Although alcoholism and drug addiction both are disabilities under the ADA, they are, in some respects, treated differently. An alcoholic is viewed as having a disability and may be entitled to consideration of accommodation if the individual can perform the essential functions of the job. In contrast, someone who is addicted to drugs is protected only if he or she is not currently using illegal drugs.

Generally, employers cannot wash their hands of the addicted employee but must accommodate his or her disability. But there are limits to their obligations.

Many employers have developed policies that allow addicted employees to voluntarily disclose and seek treatment for addictions, without risk of being fired. More often, of course, the specter of employee addiction is raised (legitimately or otherwise) only after the employee has been involved in a workplace incident.

Where employees do properly disclose their addictions in advance employers should heed the following advice:

Take all possible measures to accommodate an addicted employee before terminating his or her employment. This may include the provision of rehabilitation treatment depending on the employer’s size and financial means.

Employers need to go no further in accommodating addicted employees where to do so would cause undue hardship financially or on other workers.

Most employers are required to also have a policy dealing with their duty to accommodate employees suffering from drug or alcohol addiction.

Employee assistance program means an established program capable of providing expert assessment of employee personal concerns; confidential and timely identification services with regard to employee drug abuse; referrals of employees for appropriate diagnosis, treatment, and assistance; and follow-up services for employees who participate in the program or require monitoring after returning to work. 

We can also assist your company in implementing a drug-free workplace policy if requested.

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