They’re a proven way to show employees the firm invests more in them than they may think. But be careful.
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Three federal agencies are asking employers to weigh in on the final rules regarding coverage for The Mental Health Parity Act.
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Do you know the fastest-growing reason for EAP use since 2003?
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The fastest-growing use of EAPs since 2002 has been tied to employees’ financial worries.
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Keep up your efforts to promote your employee assistance program.
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When supervisors act on their own and don’t communicate with you as well as they should, it leaves you with a mess to clean up and puts the company at risk of lawsuits.
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Benefits and HR managers are used to handling accommodation requests for an array of medical issues. But handling mental health issues are especially tricky — and filled with legal pitfalls.
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Many EAPS fall into a common – and dangerous – category: Management thinks the program is great, but employees think it’s a waste. But it doesn’t have to be that way if you have an EAP or are considering one.
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