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Frequently Asked Questions
Q. What is the EAP?
A . Your Employee Assistance Program (EAP) is a benefit provided to you by your employer for short-term assistance, information, referrals, guidance and support for any type of personal issue that is impacting your workplace performance.
Q. Will my employer know that I used the EAP?
A. Your individual information is protected by comprehensive State and Federal confidentiality laws. You may decide to disclose certain information to your employer during the administrative referral process.
Q. If I use the EAP, will the information be placed in my personnel file?
A. If you contact the EAP on your own, your employer will not be notified. However, if your employer fills out an administrative referral to the EAP, you will be asked to sign a release of information form. This form gives the EAP permission to communicate with your employer about your attendance at EAP sessions and your compliance with EAP recommendations. All information that can be shared with your employer is clearly communicated to you on the release that you are asked to sign.
Q. Is the EAP confidential?
A. Yes. The EAP is a confidential referral and counseling service. Information about your use of the EAP cannot be released without your written consent unless such release is mandated by law. The EAP program will not reveal information that the employee discloses to anyone outside the EAP unless:
1. The employee provides written authorization;
2. There is an imminent threat of harm to the employee or others, and a safety plan can not be agreed upon,
3. There is reason to believe that a child under the age of 18 is being abused or neglected,
4. Receipt of a court order and a judicial subpoena; or
5. Medical emergency.
You may also contact the EAP anonymously at 1-888-276-6632 if you have questions about confidentiality.
Q. Can a supervisor mandate an employee to the EAP?
A. Your workplace may have specific policies that determine who can complete a referral to the EAP. How referrals are made really depends upon your organization’s internal policies and procedures. Supervisors may suggest that an employee utilize the EAP or, in certain circumstances, they may administratively refer the employee to the EAP. In some instances, compliance with an administrative referral may be deemed mandatory by the employer, especially for serious violations of workplace policy and procedure, state or federal law, use of alcohol or drugs, or when the safety of an employee is jeopardized. You will retain the right to refuse a referral to the EAP. The policies and procedures of your organization will determine your status of employment should you choose to refuse a referral to the EAP.
Q. How much does the EAP cost?
A. The EAP program is a benefit that your employer has purchased for you. EAP services are free to employees and covered dependents. If a referral for more comprehensive services is deemed appropriate, your health insurance will provide some coverage in addition to the co-pay required by your insurer. This co-pay will be dependent on your coverage. Individuals without health insurance who need additional services often qualify for sliding fee scales.
Q. Is there a limit to how many times I can use the EAP?
A. There is a limit to the number of sessions you may receive from the EAP for a specific issue, however, you may return to the program any time you are experiencing a problem that is affecting your workplace performance.
Q. What types of issues will the EAP address?
A. The EAP program can address many different types of concerns. Some examples include:
• Family issues
• Financial Education
• Communication issues
• Co-worker conflict
• Emotional stress
• Any difficulty that is affecting workplace performance
Q. Do you use satisfaction surveys?
A. Palladian EAP requests that each person who uses the EAP voluntarily completes a satisfaction survey. We use this information to make improvements to our program.