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EAP services are available voluntarily and on an as-needed basis. According to the Society for Human Resource Management, statistics regarding the EAP programs nationwide show that approximately 77% of all the company employers in the United States provide EAP program rehab coverage to their employees.
An employee assistance program is abbreviated as EAP. According to the Substance Abuse and Mental Health Services Administration, an EAP can connect employees to services that can help them deal with personal issues, such as Substance Use Disorders (SUDs), that are interfering with their work performance.
Employees can seek confidential assistance from an EAP for personal or work-related issues. Workers in this confidential program may receive short-term counseling, evaluation, and referral for further treatment. They may be able to assist you in the following areas:
Employee Assistance Programs, or EAPs, are provided by many governments and private industries and institutions. In the 1940s, these initiatives started to assist employees who were suffering from a substance use disorder, allowing them to be more productive and healthier, and less disruptive.
Since the era of the 1970s, federal and legislative bodies have been required to provide EAPs to workers, and various private sector industries and institutions have followed suit to make sure their workers are dedicated, calm, and healthy at work.
Nowadays, EAPs provide a variety of courses of action for SUD treatment, plus assistance with mental health issues such as eating disorders, zero to no stress management, and other long-term issues.
EAP Drug Programs are programs that assist employees in overcoming substance abuse by implementing drug-free workplace regulations. Usually, EAPs don’t refer employees to services or programs for SUD Treatment; however, they can assist them by preventing SUD via educational seminars and help their workers understand the health benefits provided by their employers if they require SUD treatment.
EAP treatment is typically brief because it focuses on resolving minor issues or referring patients to the appropriate resources. If you have SUD, you will most likely require more than a few sessions of counseling. As a result, following up with the referred rehab center is critical for recovery. You can proceed with treatment using whatever insurance you currently have.
The EAP procedure can vary from employer to employer. Even if you have completed a treatment program or medical detox, your EAP benefits may still apply to this stage of your recovery. Whether you need an EAP to help you get sober or stay sober, you should have access to resources, education, and counseling.
If you use substances at work and your employer refers you to an EAP for substance abuse treatment, they may learn about your treatment, and you will lose your confidentiality. Aside from these exceptions, an EAP can only provide information to your employer if you have given written consent or if you are deemed a threat to yourself or others.
Anyone who is perceived as a threat to any employee or other person, or who makes threats to harm coworkers on an EAP, is treading dangerous ground. Your employer, and possibly the police, will almost certainly be notified by the provider.
Aside from that, the rules and restrictions vary from EAP to EAP.
The majority of employee assistance programs for substance abuse are not only voluntary but are also designed to help you thrive rather than to punish you.
Here are some examples of EAPs among major US employers:
As a part of Amazon’s complete benefits package, the new SUDs and mental health benefits are now offered for free to all 950,000 U.S. employees, their families, and their homes through their EAP program Rehab Coverage. The program provides a range of mental health services and assistance, including one-on-one counseling and crisis care, 24 hours a day, seven days a week, from a single centralized resource.
Tesla Motors understands the value of delivering a comprehensive benefits package to its workers. As a result, the chain provides great Tesla Employee Benefits to its employees, making them the finest in the business to work for. Tesla EAP Benefits include:
All U.S. associates and their family members, including dependent children up to the age of 26, will be entitled to up to ten no-cost therapy sessions for each problem, according to Walmart’s EAP program.
At Walmart, their ‘Resources for Living (RFL)’ team are qualified experts that are accessible 24 hours a day, seven days a week to listen and give loving guidance. What sorts of issues does RFL address? Stress, anxiety, sadness, loss, relationships (personal and professional), family conflict, substance misuse, coping with change, parenting, and other factors all have an impact on emotional well-being.
The EAP program Rehab Coverage benefits provided by the employers will differ from company to company, but they will mostly include services listed below:
If you work for a firm that offers an EAP program Rehab Coverage, you may be eligible for these benefits. If you live in the same home as your husband, children, and/or unmarried partner, you may be eligible for these benefits as well.
Employees may be unaware of the existence of EAP programs or that they are completely confidential. Employers have no access to confidential information about employees who use EAP services. They may ask for aggregate data on the services, but this data is generic and not specific.
Employee assistance programs are completely confidential, and the Office of Personnel Management reports that there are laws in place to protect the privacy of people who use substance abuse disorder services. These records may not be shared unless the employee expressly consents. As a result, jobs can be preserved.
EAP services may also assist with the transition back to work following a leave of absence for addiction treatment programs or services. Companies may have specific EAP and confidentiality policies. Employees are encouraged to contact their human resources department directly for more information.
EAPs were created to keep employees focused and productive while on the job by offering mental health services to assist them in processing and resolving personal difficulties. Traditional EAPs, on the other hand, have restrictions as well as benefits.
You may want to reconsider if your EAP program Rehab Coverage contains the following drawbacks such as:
This lack of benefits and paying for addiction treatment through EAP Rehab Coverage can make serious ineffectiveness in the employer’s workplace leading to fewer man-hours worked and a workforce both less healthy and less motivated.
Reach out to Rehabs Of Armerica to find out about the best options for coverage with your insurance provider and EAP benefits. Their expert team can often help find the right treatment within minutes and let you know any costs that won’t be covered as well.
Programs such as aggressive community therapy, marketplace coverage for insurance at low-paying jobs, and inpatient treatment are also available on their website. SAMHSA is an excellent source for low-price mental health care, drug addiction treatment, and facilities for dual diagnosis treatment.
The FMLA or Family Medical Leave of Absence Act is a law under which U.S employees are allowed 12 weeks of job-protecting leave when obtaining EAP Program Rehab Coverage under serious health conditions which include:
And many such serious health conditions. Remember that your job is fully protected under FMLA laws if you seek treatment, but you must do so before leaving for treatment. Please ask our recovery representatives at Rehabs Of Armerica for more information and specifics should this be your situation.
For further information, visit Rehabs Of Armerica to get free, 24-hour help and assistance to individuals who are facing substance abuse problems. Reach out now to our compassionate recovery representatives to get assistance with the best treatment options for you, as well as learn more about how your EAP can help you receive substance abuse treatment or other EAP services.
You cannot be fired for using your employer’s EAP services. However, if complying with treatment is a condition of your continued work and you fail to do so, you may be dismissed or face other repercussions that have a detrimental impact on your job position.
You cannot normally be fired if you are receiving treatment for a currently diagnosed Substance use disorder. According to the ADA, an addiction to Substance Use Disorders qualifies as a disability.
However, if you are unable to overcome substance use disorder or have not sought the EAP program Rehab Coverage even though you are diagnosed with SUDs, there is a greater chance that you will be fired, particularly in cases of workplace drug use or drinking.
FMLA leave is unpaid. Workers may, however, opt to replace accrued paid sick, vacation, or personal time for FMLA leaves, or their employers may order them to do so.
The Americans with Disabilities Act was intended to provide disabled American workers with the same opportunities as those without disabilities, just as the Family and Medical Leave Act was intended to provide American workers with more home-life balance.
Substance Abuse Disorders and similar mental illnesses are recognized as Disabilities under the ADA, according to the Society for Human Resource Management.
When a person leaves their job or has their work hours reduced, COBRA offers the continuation of Health Insurance Coverage to the eligible workers and their families.
Edward lives and works in South Florida and has been a part of its recovery community for many years. With a B.A. in English Literature from the University of Massachusetts, he works to help Find Addiction Rehabs as both a writer and marketer. Edward loves to share his passion for the field through writing about addiction topics, effective treatment for addiction, and behavioral health as a whole. Alongside personal experience, Edward has deep connections to the mental health treatment industry, having worked as a medical office manager for a psychiatric consortium for many years.
