Employee Assistance Program Services


The Counseling and Consulting Offices of Paul G. Tobin, Ph.D., P.C. is an association of independent, Edmond based, licensed mental health professionals.  We provide a variety of counseling and consulting services, including Employee Assistance Program (EAP) Services.  We are prepared to address the comprehensive EAP service needs. The professionals involved in our offices bring a combined history of more than sixty years of professional mental health service delivery to families.  Additionally, various businesses have utilized our EAP services, including current contracts for such services with city governments and local hospitals.  It is from these experiences that we view our offices as readily qualified to address the specific EAP service needs of your organization.   As the term Employee Assistance Program refers to a formal, structured mental health services delivery system provided and paid for by the employer.  The EAP system of services is intended to include a worksite-promoted program designed to assist in the identification and resolution of productivity problems associated with employees impaired by personal concerns including: health, marital, family, financial, alcohol, drugs, legal, emotional, stress or other personal concerns which may adversely effect employee job performance.

Our offices were established in April of 1990 and have provided such EAP services in the private sector over the past eight years.  Services for the EMH will be coordinated through joint efforts between our offices and the EMH’s Human Resources Division. Our offices currently work closely with a wide variety of networks for addressing the categorical problem areas listed in this RFP, (i.e.; AA, Al Anon, Calm Waters, Edmond Family Services, Valley Hope Alcohol Treatment Hospital, various private health \physician offices, youth services and youth crisis shelters, juvenile authorities and courts, various public and private school systems, etc.)   Additionally, our offices are involved with a wide variety of health care and managed-care organizations.    Additionally, we maintain and provide a referral list of locally based alternative mental health providers for follow-up counseling services


Our EAP includes counseling services designed to help the employers and their employees identify and cope with such problems as listed above.  These services are designed to address the employers’ management resource needs, by providing advice; guidance and training, as requested on a variety of employees related issues.  Such training is often scheduled through HR staff for accessibility to the hours of services for supervisors, managers and other supervisory personnel.  Such training commonly includes topics of how the EAP works, how to recognize and document work performance problems appropriate for referral to the EAP, and a specific inclusion of identification of substance abuse related behaviors.  Other training can be coordinated with HR staff for orientations of new employees regarding the EAP services, (To include distribution of promotional literature and other available teaching aids.)    The program additionally functions as an employee resource, providing brief counseling and referral for individual personal problems.   The basic components of our EAP include the following:

·        Procedures for case handling that defines program parameters, confidentiality and how employee/client contact is made.

·        Accountability to ensure the program:

  •  Is consistent with labor and management policies,
  • Defines roles,
  • Supports sound employee practice,
  • Provides for evaluation,
  • Identification of treatment resources, with an emphasis on appropriates referral for employees
  • Effective and cost efficient services.  Such service component shall include an informed familiarity with the EMH’s current employee benefits and managed care sources for mental health care.
  • Communication to assist in the visibility and understanding of the EAP at all employee levels.
  • Availability of 24-hour, 7-Days per week access by telephone, or face to face if deemed professionally necessary, with licensed counselors experienced in crisis intervention and management.
  • Regularly scheduled appointments for non-crisis related interventions are available during usual office hours.  (Monday through Friday 8:00 AM to 5:OO PM, with two additional evenings until 8:00 PM.
  • Confidentiality in record keeping and counseling.
  •  Specific knowledge and training in assessment of substance abuse and other mental health treatment needs, along with supportive guidance and referral  in areas of financial, legal and other problem issues that may adversely impact an employees work performance.

The Scope of Services for the following areas has been integrated in the above programs services description: Comprehensive Services; Sources of Assistance; Supervisor Training; and Orientation Sessions.

·        Utilization reporting can be provided to employers on a regularly scheduled basis.  Such reporting includes statistical usage data, to evaluate the program’s utilization rate.  Reporting commonly includes statistical information on the frequency and types of usage, such as general presenting problem types, and the nature of such referrals, (ex; self or management generated), along with nature of the participants relationship to the employer, (ex; employee, spouse, or dependent).  All employee information will be managed with strict confidentiality.  Reporting of all self-referred employees and their family member shall include frequencies and types of presenting concerns, however, no personally identifying records are disclosed.  In the cases of management \ supervisor referred employees, only the Human Resource Director or designee in his \ her absence shall be informed of personal records.  In such cases the EAP provider uses professional judgement as to the type of confidential information to be disclosed.

All  EAP counseling and assessment services will be provided in the following manner:

EAP services are commonly offered to all full-time employees, (and others as deemed eligible by employers’ HR departments) and their immediate family members, (Immediate family is defined in the Health Benefit Plan Document).  As stated above there are two general types of EAP referrals.

The “Self-initiated” referral is activated by the employee, or family member, contacting the offices of the EAP provider.  He \ she shall receive three (3) counseling \ consultation sessions, that are free of charge to the employee.  Such sessions are generally evaluative in nature, with the goal in mind to assist the employee to address personal issues that are currently, or could eventually, negatively effect their work performance.  In the case of family members using these services, the consultation is similarly intended to assist the family to enhance their general well-being which may otherwise negatively effect the employee, (ex; a troubled teenager, marital conflicts, substance abuse problems per employee and their immediate family members, per presenting concern, per year.  (Ex; An employee, etc.).  It should be noted that the three (3) sessions are whose child is experiencing adjustment problems could be seen with his or her spouse and their child for a total of one to three initial sessions.  Such sessions would be focused toward understanding \ assessing the presenting concerns and referral for follow-up services to address such presenting concerns.  In such a case the family would not receive nine sessions {three per family member} to work through the full counseling related problem.  Such counseling needs should be addressed utilizing personal health benefits or other EAP counselor referred resources.  EAP is primarily used to assess and refer, with some cases being able to stabilize their needs within the limited three-session intervention period. However, if during that same twelve month period the employee or another family member, other than the initially presented child, were in need of EAP assistance they could obtain such assistance by requesting EAP help as stated above.)

The Employer initiated a referral is activated by the supervisor \ manager initially identifying a performance problem.  The supervisor shall recommend an EAP referral to the employee.  After the employee has agreed to accept the referral, the supervisor will contact the Human Resources (HR) Department to initiate the referral.  Use of the employers’ Human Resources Department Behavior/incident Documentation Form for reporting supervisor concerns is suggested. The HR representative will then become the employers’ primary contact person involved between the employee and the EAP provider.  Through clear communication between the supervisor and the employee regarding the nature of the referral, (performance problem), the HR staff will communicate the reason(s) for the referral to the EAP provider.  The employee shall sign a release of information form enabling the EAP provider and HR staff to communicate regarding the progress of the intervention and follow-up recommendations.  Monitoring job performance is important after an EAP referral has been made.  Both the manager \ supervisor and the HR staff should have clearly defined performance goals for the employee. Such goals shall be clearly communicated to the employee and the EAP provider.  Similarly, the EAP provider shall follow-up with the HR staff within a sixty-day period to evaluate the employee’s work performance progress.  (Consultation and training regarding such supervisor interventions will be routinely available through combined efforts of the HR Department staff and the EPA provider.)

It is expected that all counseling /consultation / treatment services provided beyond the scope of three (3) EAP sessions will be the responsibility of the employee, (i.e.; inpatient substance abuse treatment, other additional outpatient mental health counseling, etc.).  The EAP provider, in conjunction with the HR Department will assist in the referral for such additional services.  A list of local inpatient and outpatient treatment services, along with a clear working knowledge of the employee’s general health benefits and insurance providers will be made available to the employee.  The EAP provider will provide networking with such alternative resources.

·        Technical assistance needs shall be addressed on a per request basis.  It is the intention of this provider to attend to such needs in a timely manner and with routine consultative additional cost. Such items may include developing and maintaining up to date policies and procedures under which the program shall operate, providing professional consultation in developing plans for implementing EAP services, which the employer desires and the EAP provider can reasonably furnish, consulting with EMH officials in dealing with unusual or complex matters that involve the EAP.  However, if the nature of such needs requires significant efforts outside the general intent of this contract then the provider retains the right to negotiate for additional fees.

© Copyright 2022 The Counseling and Consulting Offices of: Paul G. Tobin, Ph.D., P.C. Design by: Sherrill Media | Log in