In order to address these restrictions, decentralized AEPs are organized around many local and regional agreements with those considered to be the best local suppliers; However, employers who prefer a single global supplier say that this multi-local approach is too cumbersome and difficult to manage. Several contracts between many suppliers give way to inconsistent and inefficient global programming. Lack of communication and coordination of services when a multinational response is needed can be problematic. Offering an EAP won`t do much good for you or your employees unless you explain how it works. They must provide training to inform them of what aAP program is, how it works and how it can access the services themselves. In addition, there are free resources that offer free EAP services. We recommend that you exercise caution with these options, as you get in this arena what you pay for. For example, a free EAP consultation may be offered through your local university`s master`s or doctoral program, but you will likely have graduates as consultants. You may not have a lot of experience in dealing with more serious topics such as substance abuse. Know what you want and can afford. Be specific if you are looking for EAP services for policy development, policy criticism or legal review or implementation planning. Inform the EAP if they wish to develop educational materials, such as written materials. B for staff or facilitator training.
Also, let you know if or not you want personalized reports on using the EAP service. Smaller employers may have difficulty convincing workers that the AEP is confidential. This is because the employer generally receives an AEP report, which provides demographics such as the number of employees seeking services, the types of services they request (financial, legal, mental health), their condition, and the level of employment of workers seeking services (employees, managers, managers). HR generally develops and enforces guidelines and guidelines and presents with staff what the EAP proposes and how they can use its services. Employers will sign a service agreement for a variety of services, such as advice, remittances and supervisor training. Fees for this type of service are based on the number of employees, regardless of their actual use of the EAP. This is one of the most common delivery models. EAPA recommends that organizations adopt a written directive defining the AEP`s relationship with the organization and defining the scope and limitations of services. The intent of a written statement in principle is to provide a clear definition of the function of the AEP and to ensure that all parties understand the AEP and that the AEP is used consistently across the organization. The declaration of principles should not be confused with operational procedures or contractual agreements.
Since operating procedures may need to be adapted to the new requirements, they should not be included in a strategy document that may be difficult to change. First, it should be noted that AEPs have been around for more than 50 years and that what was considered progressive in the 1980s is no longer.