The Employee Assistance Program EAP is a resource for postal employees and their family members designed to help them with on-the-job, personal, or family problems. EAP is a counseling and referral service staffed with mental health professionals. It is a formal, non-disciplinary program that is free and voluntary. The EAP toll-free hotline is available 24 hours a day, days a year. Counselors are available for emergency, urgent care intervention. Developed as a guide, rather than a requirement, for Federal EAP Administrators and other stakeholders, the information provided is based on participants' knowledge of best practices in the EAP field, as well as their own experience and understanding of EAP in Federal workplaces, and is intended to address the ways in which these programs can best meet mental and behavioral health needs of the Federal workforce.
Every agency provides EAP services to its employees at no cost. These programs are staffed by certified counselors who are available to discuss problems in a confidential, helpful manner. To the extent permitted by law, except when maintaining confidentiality could compromise the security of the workplace or compromise an ongoing criminal investigation, it is important to maintain the confidentiality of an employee who discloses information.
The agency should make every effort to provide advance notice to the employee who disclosed information about the fact that the information will be disclosed, with whom it will be disclosed, and why. Following are the most frequently asked questions about the confidentiality of EAP records. Most agencies have issued internal policy about their EAPs which assures that no matter what an employee's problem is, it will remain confidential.
We encourage you to contact your agency's EAP administrator for more information. You may also wish to contact your local Human Resources office for more information about your agency's EAP. The use of illegal drugs by Federal employees, whether on or off the job, cannot be tolerated. Employees who use illegal drugs have three to four times more accidents while at work. Federal workers have a right to a safe and secure workplace, and all American citizens who depend on the work of the Federal government for their health, safety, and security have a right to a reliable and productive Federal workforce.
In pursuit of this effort, the Office of Personnel Management in collaboration with the U. Since , the Federal government has mandated a comprehensive drug-free workplace program for all Federal Executive Branch workers. Executive Order Drug-Free Federal Workplace, established a condition of employment for all Federal employees to refrain from using illegal drugs on or off-duty.
This comprehensive approach includes the following five components:. They provide excellent guidance on through their Division of Workplace Programs. Several Federal agencies are involved in the Drug-Free Workplace effort. Launched in February , Ready is a national public service advertising PSA campaign designed to educate and empower Americans to prepare for and respond to emergencies including natural and man-made disasters.
The goal of the campaign is to get the public involved and ultimately to increase the level of basic preparedness across the nation. We encourage Federal managers and employees to review the information available on Ready in preparation for and response to emergency situations. Emergencies, disasters, and other traumatic events are often unpredictable. They can strike anyone, anytime, and anywhere. You and your employees could be forced to respond to an emergencies when you least expect it.
Familiarizing yourself with your agency's emergency action plan, as well as resources available to assist employees before, during and after an emergency, is helpful if you encounter an emergency situation. After incidents, such as workplace assaults, unnatural deaths, and natural disasters, employees may experience a deterioration of job performance, personality change, anxiety, difficulty concentrating, co-worker conflicts, grief reactions, and depression.
Each agency's Employee Assistance Program has professionals with expertise in helping employees, managers, and teams overcome these issues through developing techniques and plans for coping with stress, facilitating group debriefing sessions after traumatic events, identifying and referring employees to professional and community resources, and other recovery techniques. On April 18, , President Obama issued a Presidential Memorandum regarding the review of policies addressing domestic violence in the federal workplace.
The memo stated that despite considerable progress made since the initial passage of the Violence Against Women Act of , domestic violence remains a significant problem in our society. The memorandum specifically directs agencies to send any existing agency-specific policies and practices for addressing the effects of domestic violence in the workplace to OPM. The World Health Organization describes mental health as a state of well-being. Reflecting this perspective, The U. Office of Personnel Management OPM defines mental health as a state of well-being in which an individual realizes his or her own potential, can cope with the normal stresses of life, works productively, and is able to make a contribution to his or her community.
OPM fully supports all Federal employees in reaching for and realizing the highest level of mental wellness. It is important that all employees, including leadership members, are aware of how Employee Assistance Programs EAPs can play an important role in being mentally healthy. Mental health is an important issue in the workplace. OPM and U. The memorandum highlights the importance of employee awareness and access to appropriate resources. Through this program, employees and their eligible family members have access to up to four confidential virtual therapy sessions per fiscal year, provided by BetterHelp, at no cost.
Counseling is available for the entire family—individuals, couples and teens with parental consent and in accordance with applicable law and clinical appropriateness. These sessions do not count against EAP clinical services. We offer work-life solutions to everyday problems that include legal consultations, financial consultations, child and elder care, identity theft recovery, and education and career development. Sign In. You may be trying to access this site from a secured browser on the server.
Please enable scripts and reload this page. Skip to main content. Skip Ribbon Commands. Turn on more accessible mode. If an EAP application is denied for any reason, you have a right to submit another application, with updated supporting documentation, 55 days after your previous application submission.
Please direct any media inquiries to Lauren Houck, Director of Marketing and Communications, at lhouck ihcda. Find an IN.
Click here to apply for the EAP and Water programs. County Name Here. Find Your Local Service Provider. October 1, Applications begin to be accepted at Local Service Providers and online. November 1, Benefit notifications to applicants and vendors begin.
Appointments are not required to apply—you can submit your application electronically, via email or mail your application December 1, Energy moratorium begins. March 15, End of energy moratorium protection. May 16, Last day to apply for EAP and water assistance for this funding cycle. If you are seeking additional assistance with utilities, or need help more quickly than EAP is able to provide, please apply for EAP, then look into the following resources: Indiana Partnership Salvation Army Catholic Charities Water assistance is now available through the Water Assistance Program.
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