Rutgers Health Employee Assistance Program

EMPLOYEE ASSISTANCE PROGRAM

The Employee Assistance Program (EAP) is a confidential counseling service designed to provide employees and their household members with a resource to obtain guidance and assistance in resolving personal and work related issues that may be impacting their productivity.

Eligibility

All employees of the Company are eligible to use the EAP immediately upon hire. Eligible employees include full-time and part-time employees. Members of an eligible employee's household are also entitled to use the EAP.

Cost

The Company pays the entire cost of the EAP. Accordingly, its services are available to employees and their household members at no charge.

Benefits

EAP services are provided by Rutgers UBHC. Rutgers UBHC has 3 staff offices in New Jersey and a network of affiliates that are psychologists, social workers, and marital and family therapists who are trained to deal with a wide variety of personal and emotional issues.

The EAP is completely confidential. No information about the identity of the caller or the nature of his or her issue is shared with the Company, unless you provide a written authorization for the EAP to do so.

Example of issues the EAP can help resolve are:

• Marital and family conflict

• Stress and anxiety

• Alcohol and drug abuse

• Grief and loss

• Depression

• Physical abuse

• Eating disorders

The other services provided are listed below and are a part of the total price:

• Critical Incident Stress Debriefings and Bereavement groups as needed

• Supervisor Training Sessions (including training materials)

• Unlimited Management Consultations

• Consultation to management regarding human resource issues

• Substance Abuse Professional Services for CDL employees

• Employee Orientation Sessions

• Attendance at benefit fairs to orient employees to the EAP services

• Employee Assistance Program materials (posters, brochures, etc.)

• Quarterly EAP newsletter

• Quarterly and annual reports

• Rutgers UBHC EAP website available 24/7 at ubhc.rutgers.edu/eap/

• Dedicated account manager

• Quarterly Training Seminars on topics including(A few are listed below):

o Managing Transition in the Workplace
o Team Building
o Conflict Resolution
o Harassment/ Bullying/Sensitivity and Civility o Stress Management

o Identifying and referring the Impaired Employee o Balancing Work and Family

Other workshops can be developed as requested by the Employer

Obtaining Benefits

Use of the EAP is entirely voluntary. It begins with a phone call to Rutgers UBHC. Our phone number is 800-327-3678. Telephone coverage is 24 hours a day, seven days a week.

An appointment will be scheduled with a clinician for the initial evaluation. Short term counseling will continue with this clinician unless there is a need for a higher level of care (for example in the case of a substance abuse issues). If a referral is needed the clinician will assist the employee with the linkage to another practitioner or facility.

If the issue is not resolved within the number of selected by the employer and the employee decides they want to continue in treatment, they will be referred to a provider in their insurance plan.

Supervisors can also initiate a referral by calling the same number and reviewing the situation with a clinician. The clinician will consult with the supervisor as to how to handle the referral of the troubled employee. The employee still needs to be willing to follow the recommendation and will need to sign a release of information to enable the clinician to inform the supervisor of attendance only.

Finally the EAP can assist the Employer with setting up a fitness evaluation should one be needed before an employee returns to work by calling the same number.

The EAP offers, free of charge, the number of counseling sessions selected by the Employer per issue in any Plan Year (January 1 to December 31). These sessions are available separate and apart from any mental health or other related benefits that may be available under the Company's other benefit plans.

Participation in the EAP does not excuse employees from complying with Company policies or from meeting the requirements of their job, either before or after seeking assistance. Accordingly, use of the EAP will not preclude the Company from taking disciplinary action against an employee for performance issues that occur either before or after the employee seeks assistance through the program.