Employee Assistant Programmes. mes. A Guide to. Mind Healing Centre 2402A Tower Two Lippo Centre Admiralty HK
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1 A Guide to Employee Assistant Programmes mes Mind Healing Centre 2402A Tower Two Lippo Centre Admiralty HK Tel: Web:
2 EAP Overview What is an EAP Employee Assistance Program can be added to the overall strategies of human resources to become a very powerful tool to detect and solve problems. By offering MHC EAP to your employees, you may benefit in several ways. Besides higher employee productivity and morale, employees who partake in MHC EAP may also result in lower medical costs, reduced turnover and less absenteeism. It is also one of the Work Life Balance programs for employees for mental health. EAP Services MHC EAP focuses on helping employees when they experience major problems in their lives. Some of these problems include: Major life events such as births, accidents and deaths Financial difficulties Legal concerns Family and personal relationship problems Workplace conflict Retirement Career coach Psychological disorders Alcohol and substance additions Means of services MHC EAP offers services to employees through several means: Face-to-face meetings with therapists (usually a set amount of meetings per individual) Phone call to therapists (may or may not be a limited amount, depending on plan) Access to online tools, with educational materials and programs to help through hard times
3 EAP Overview Benefits of EAPs Better management of stress-related sickness absence A tangible employee benefit that promotes staff wellbeing Therapy & advice for staff facing work & personal problems/events Improve Employee Moral to establish a sense of loyalty & increase productivity An authoritative source of advice for HR & line managers Support for redundancy survivors taking on more work Mediation and a reduction in employment tribunals Litigation risk management for employers facing stress-related claims Support for Organizations & Managers Absence Management the EAP can be used as a core part of an organizations absence management strategy to support employees returning to work, regardless of the cause of their absence. Grievance or Disciplinary Procedure these procedures are stressful for both an employer and an employee. Managers can support an employee and protect the interests of their organization as well, be referring employee to the EAP service. Business Continuity / Workplace Trauma Procedure This can cover those directly involved in a major incident to those who may be indirectly traumatized. Disputes in the Workplace - as a manager it can be difficult to deal with conflicting employees. As part of a response to a complaint from an employee about another, you can refer both employees to the EAP service for support. Supporting your Dignity at Work, Wellbeing and Bullying & Harassment Policies the EAP can provide support with regards to these policies in the same respect to disputes in the workplace. Internal health promotions if your team or department are promoting health in the workplace, it is useful to also mention the Employee Helpline, which provides psychological support services to employees with both work related and personal issues. Personal Issues employees facing a personal issue such as bereavement or divorce can be given the informati0n on the service to support them through a difficult time.
4 Why Employers Choose MHC We use advanced & brief mind healing techniques which provokes faster recovery & more long-lasting effect. Instead of just counselors, in most cases, we use therapists, such that it can really assist the employees to solve their problems faster. To provide these services we work in partnership with carefully chosen specialists who share our values an commitment to quality and professionalism. We do offer a range of mental health workshops & programs to educate employees on mental health awareness, this assist them to aware of their problems & take action faster before situation deteriorates. Our carefully select network of partners, therapists, psychologists and specialist advisors and guarantee quality. We place a great emphasis on pro-active and thorough account management. From the outset we will seek to fully understand your EAP objectives, work closely with your management team an existing support mechanisms. Our usage reporting is unique an detailed. MHC is one of the few EAP providers who go beyond providing just a single usage rate sub-total we produce a unique and clear breakdown of the types and quantities of all calls received. Whilst protecting caller confidentiality, we are able to help our customers understand causes of stress in their organization so they can take pro-active steps to tackle problem areas. We believe in offering our customers exceptional value for money. We focus on the important core aspects of EAP provision and avoid unnecessary, expensive and diversionary non-core services.
5 How to choose a Good EAP? A successful & social responsible company is one which treat his employees as his assets, not only care about how they work but also how they feel & let them work & live happier. According to the government statistics in 2010, 17% of the total populations have symptoms of mental disorder which need consultations or counseling. The improvement in mental health of staff members will not only reduce the rate of absence, it can also improve their moral & overall productivity in a long run. It can also enhance the harmony of the society as a whole. A good EAP will thus serve this purpose. It is not just a formality, it must be able to serve its purpose.of assisting the employees mentally & improve their lives. Three important criteria for a good EAP is (1) Easy to use (2) Effective (3) Strict Confidentiality. MHC s EAP is able to achieve all these criteria. With the use of advanced brief therapy, employee will be able to see the effectiveness of the therapy in a short period of time. Just try & you will see the difference! Find out why EAP is not fully utilized by Employees? According to government statistics in 2010, 17% of Hong Kong populations have certain symptoms of mental problem who need therapy or medications. This means that a lot of people have the need to improve themselves mentally. Social responsible company or bigger company used to have a EAP system in order to assist employee and their immediate family to achieve mental health, however, according to statistics, EAP is only used by very few people. Most of the EAP does not achieve its original purpose, it only serve a formality to tell others that we have the system. But how far is the employees benefited from this? Overseas statistics showed that around 5-10% of employees will use company provided EAP. If the usage rate of a EAP is too low, company should evaluate to see if any problems exist which blocked employees from using it.
6 Therapy & Advice Services Telephone Therapy MHC s telephone therapy offers individuals unlimited access to structured telephone therapy with a MHC approved therapist. Should the employees require further sessions at any time, it can be arranged for that individual to speak to the same therapist, thereby continuing the relationship already developed between the employee and the therapist. Advice, Guidance and Signposting As part of the EAP service and triage process, where appropriate employees will be given specialist guidance. The service will allow employees access practical and financial advice through MHC s advisors. The EAP helpline can signpost employees to specialist services as part of the database of organizations offering specialist services where referral to the EAP in appropriate, for example where an individual has a drug or alcohol problem. MHC will undertake bespoke research for an employee if necessary for a particular enquiry, if required. Practical Advice MHC places a strong emphasis on helping employees with practical advice and by offering them realistic strategies and solutions to their problems. Our therapist are trained to help employees manage more effectively work-related problems and challenges and to encourage good communication to promote harmony in the workplace. We will, where appropriate, always encourage employees to talk to their manager or employer about a workplace problem they have. If requested, we will act as a mediator and approach an employer on an employee s behalf. Face-to-Face Therapy MHC experienced therapist provide face-to-face therapy across Hong Kong and also throughout Mainland China. Face-to-face therapy is fully included as a pre-paid service within MHC Premier EAP Option. Organizations can access face-to-face therapy on an ad-hoc or one-off basis even if they are not EAP customers. Management Referral MHC can arrange face-to-face therapy at the request of Occupational Health, HR or a line manager or who wants to offer face-to-face therapy to a particular employee. This can be in response to an on-going work or personal situation, or in response to a critical incident such as an armed robber, assault or bereavement. MHC will provide employers with a standard form to complete to initiate and authorize face to face therapy.
7 EAP Utilization Report Detailed and informative management and usage information is an important element of a quality EAP service. MHC produce a unique and powerful breakdown of the types and quantities of all calls received. Whilst protecting caller confidentiality, we are able to help our customers understand causes of stress in their organization so they can take pro-active steps to tackle problem areas. A sample quarterly EAP usage report is set out below: Name of Clients: ABC Samplet Ltd. Acc. No Contract Period: 1st April st March 2013 Utilisation Report Period: 1st July - 30th September 2012 (2nd quarter) Utilisation Report Frequency: Quarterly Report No. 02 Number of Employees Covered: 4,000 Current Report Period: Total number of Client Cases: 35 Cumulative Totals: 53 Numnber of Telephone Therapy / Advice Sesions Provided: Numnber of Face-to-Face Therapy Sesions Provided: Total number Sessions Provided: Work-Related Issues Discussed: (employees may mention more than one issue in a therapy session) Incidence (this period) Personal-Related Issues Discussed: (employees may mention more than one issue in a therapy session) Incidence (this period) General workplace stress 3 Debt Volume of work / deadlines 2 Other financial 1 Hours of work / working late 3 Legal or police 2 Physical working conditions 0 Domestic violence 1 Working practices / procedures 0 Relationship with partner 5 Change of role 1 Divorce or separation 1 Redundancy or termination 0 Custody or child miaintenance 0 Lack of training 0 Childcare options & advice 3 ccareer development / change 2 School and school bullying 1 Relationship with manager (s) 6 Other child-related 0 Relationship with colleagues 1 Eldercare options & advice 1 Bullying or violence 0 Illness - self 2 Sexual harassment 1 Illness - family member 0 Racial harassment 1 Alcohol problem - self 2 Sexual discrimination 0 Alcohol problem - family 0 Racial discrimination 1 Drug problem -self 1 Whistle blowing / fraud 0 Drug problem - family member 0 Robbery, assault or abuse 0 Sexual issues 0 Other critical incident 0 Depression 1 Other wrokplace issue 2 Other personal issue 1 Total no. of work-related issues: - In current report period: 23 Total no. of personal & family issues: - In current report period: 26 Total no. of work-related issues: - Cumulative totals: 48 Total no. of personal & family issues: - Cumulative period: 50
8 Employee Communication Material A3 Posters: Eye-catching A3 posters to go on every staff notice board quantities for each office or location (sample illustrated). Information Leaflets with Detachable cards: MHC provides employers leaflets for each employee covered by the contract, plus approximately 10% spare leaflets for new employees joining the organization. Electronic Communication MHC will supply copies of the employee communication material in electronic format, so that they can be ed to your employees and put up on any intranet site that you may operate. On-Going Communication MHC works with employers to develop an ongoing employee communication strategy working within your existing internal communication systems. For example, we would include information on the service in any staff newsletters produced.
9 Employee Assistance Helpline 9am 8pm Mon to Sat confidential advice & information The Employee Assistance Helpline is a confidential 9am-7pm therapy, support and information service that can help you cope with a wide variety at personal, family or workplace problems, including: Work-related related issues: Workplace stress Coping with change Relationships with colleagues Harassment or discrimination Robbery, violence or abuse Personal & family issues: Bereavement Parenting and school Debt and money worries Depression and anxiety Illness and disability Divorce on separation Drug and alcohol problems The Employee Assistance Helpline has been provided by your employer. The services is free and is available to all employees and member of immediate family. Take advantage of it & utilize it! You want a BETTER LIFE, don t you? Help is just a phone call away For help and advice on any issue, simply call the free phone number, 9am-7pm, Mon to Sat, or send us an The helpline is confidential and anonymous. It is provided by MHC, an independent external organization that provides employee assistance, and professional therapy admin@mhc-hk.com
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