Employee Assistance Programs (EAP)

What We Do Current EAP Programs Newsletter Satisfaction Survey Management Guide

Psychological Resource Associates currently offers EAP to the following agencies and businesses:

Yolo County - 1531 employees. 6 visits per employee each fiscal year.
Yolo County Office of Education - 250 employees. 8 visits per employee with $10 co-pay after the 1st session.
Davis Joint Unified School District (DJUSD) - 855 employees. 5 visits per employee and 5 visits total for additional family members each year.
Davis Waste Removal (DWR) - 6 visits per employee each calendar year.

Our Certified counselors specialize in a variety of services for employees:

o Alcohol/drug abuse of employee and family members
o Dysfunctional marital and family relationships
o Depression and anxiety disorders
o Psychological disorders and compulsive behaviors
o Post-traumatic stress secondary to physical or emotional trauma
o Drug and Alcohol Testing
o Emotional, personal and stress-related problems
o Management conflict or work issues
o Job dissatisfaction
o Stress from financial and legal crisis
o Legal consultations
o Childcare and eldercare issues and matters
o Education Resources

Employers can expect:

o Reduced absenteeism and sick leave
o Reduced Workers Compensation claims; particularly stress related claims
o Reduced general medical use of health insurance
o Reduced employee turnover and/or disciplinary actions
o Reduced employee grievances
o Reduced liability occurring due to the inappropriate behavior of an employee

Organizational Development and Consultation

Psychological Resource Associates offers both public agencies and private businesses consultation on a wide range of issues. These include:

Organizational Development
Conflict Resolution
Stress Management
Team Building
Management Training

Management / Supervisory Resources

Management seminars will include:

1. Presentation to management integrating the Employee Assistance Program with current management policy. Typically training will include an orientation to the EAP, review of employers policy and how the two are integrated. Briefly the EAP policy suggests:
       A. Documentation of performance problems to determine if it is a chronic or an occasional problem.
       B. Informational meeting with employee outlining problem, expectation, timeframe until next review, and consequence if performance is resolved or not resolved. Voluntary referral to the EAP, along with description of the program.
       C. Formal meeting covering above issues, this time with written documentation going into the personnel file. Voluntary referral to the EAP along with a statement that standard disciplinary procedures will be followed.
       D. Beginning of progressive discipline according to SMUD policy

2. PRA maintains an EAP MANAGEMENT GUIDE on the PRA website outlining this policy which managers can refer to at any time.

3. PRA also maintains a link to Authenticity Consulting LLC which maintains an Online Library for Personal, Professional & Organizational Development. The library contains over 650 topics and 10,000 links to assist managers in private and non-profit agencies with management issues. The link is: www.managementhelp.org

4. Other management training can be developed to meet the needs of SMUD.

NEWS:

PRA has partnered with ClearPoint Credit Counseling Solutions to offer employees credit and debt counseling, default and foreclosure counseling, homebuyer counseling, reverse mortgage counseling, bankruptcy counseling and related personal finance workshops. Informational materials are available to hand

All EAP client should contact PRA for information regarding coordination of ClearPoint's Services.