美国人力资源管理—福利管理 教学课件10

美国人力资源管理—福利管理 教学课件10

Chapter 10

Accommodation and Enhancement Programs

McGraw-Hill/Irwin

Copyright © 2011 The McGraw-Hill Companies, Inc. All rights reserved.

美国人力资源管理—福利管理 教学课件10

LEARNING OBJECTIVES

Five categories of accommodation and enhancement benefits and their objectives Specific accommodations & benefits in each category Reasons many companies offer these benefits Tax advantages for employers and employees Legal issues

Noelle Baker, Contributing Editor

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美国人力资源管理—福利管理 教学课件10

ACCOMMODATION AND ENHANCEMENT BENEFITS Mental and Physical Well - Being Family Assistance Programs

Flexible Scheduling Educational Benefits Support Programs for Daily LivingNoelle Baker, Contributing Editor10-3

美国人力资源管理—福利管理 教学课件10

Rationale for Benefit

Cost of absenteeism and tardiness is greater than offering this benefit; The programs enhance the employee’s mental and physical well-being; Programs that support daily living also promote attendance. Programs that provide healthy alternatives and personal/professional growth.

Noelle Baker, Contributing Editor

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美国人力资源管理—福利管理 教学课件10

MENTAL AND PHYSICAL WELL-BEINGEmployee Assistance Programs (EAP) help with personal problems that impair the employee’s ability to do the job(alcohol or substance abuse, domestic violence, AIDS, depression, and eating disorders)

Drug-Free Workplace Act of 1988: Programs must meet criteria (see Exhibit 10.1) that includes: a written policy statingthat use on the premises in prohibited; make employee aware of the resources available; and restrictions placed on employees with conviction records and mandates program participation.

Noelle Baker, Contributing Editor

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美国人力资源管理—福利管理 教学课件10

EMPLOYEE ASSISTANCE PROGRAMS Designed to Help Employees Cope which Personal Problems Should Improve Job Performance Cost $50 - $60 Per Employee Annually One study shows 78% of employees received the help they needed

Noelle Baker, Contributing Editor

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美国人力资源管理—福利管理 教学课件10

EAP SERVICES Providing Information about Services Problem Identification & Assessment Short - Term Counseling Referrals to Professionals Follow - Up to Assess Effectiveness (360 degree review!) Measure the effectiveness of the program

Noelle Baker, Contributing Editor

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美国人力资源管理—福利管理 教学课件10

Using Outside Contractors for EAP & Outplacement Services Employee Chooses Provider Employer Usually NOT Under Contract With Providers Employer Might get Volume DiscountOutplacement services promote a positive image for the company in the community at large; it is also the right thing to do for the individual and gives them a new focus and direction immediately upon termination! Beginning with the deep economic recession of 2008, outplacement services are an integral part of employee lay-offs or terminations.

Noelle Baker, Contributing Editor

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美国人力资源管理—福利管理 教学课件10

3 Methods of Service In - House Services – Staffed by Company Employees – On - or Off - Site Locations Third - Party Providers – Contracted Services from Providers Consortium EAP – Companies C

ombine to Contract Services

Noelle Baker, Contributing Editor

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美国人力资源管理—福利管理 教学课件10

Procedures for EAP Employee ParticipationEmployees either self-initiate or are referred by someone else. Most often supervisors make the referral based on job performance issues; employees are often unaware or unwilling to acknowledge their need for assistance.

Noelle Baker, Contributing Editor

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美国人力资源管理—福利管理 教学课件10

How To Confront… Discuss the behaviors..not the individual…what are the workplace expectations and are they being met? Co-workers or supervisors have a responsibility to describe behaviors, not make a diagnosis.

Noelle Baker, Contributing Editor

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美国人力资源管理—福利管理 教学课件10

EAP CONFIDENTIALITY Ways to Protect– Maintain Files Separate from Personnel Files – Use Codes in Files – Limit Access to Files – Meetings not Known by Management

Noelle Baker, Contributing Editor

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美国人力资源管理—福利管理 教学课件10

EMPLOYER LIABILITY IN EAPs May be Legally Responsible for Inappropriate EAP Actions– Misdiagnosis – Referral to Unqualified Providers – Premature Treatment Termination – Abandonment – Inappropriate Relationships – Libel or Slander of Employee’s NameNoelle Baker, Contributing Editor10-13

美国人力资源管理—福利管理 教学课件10

Evaluating Program BenefitsCommonly Asked Questions1. Are employee’s aware of the program? 2. Is there proper training so that supervisors and co-workers understand the availability of services and when and how to refer an employee. 3. Is the program effective based upon metrics designed to measure its efficacy? 4. What modifications should be made in the program based on metrics and employee/supervisor feedback?

Noelle Baker, Contributing Editor

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美国人力资源管理—福利管理 教学课件10

EAP REGULATIONSERISAPurpose generally is to protect employee benefits When the only function of the employer is to make the referral and they do not fund the service, ERISA doe not apply

COBRAAmended ERISA by providing employees and beneficiaries with the right to elect continuation of coverage; COBRA applies to EAPS if: –If EAP Qualifies as a Welfare Benefit –If EAP Qualifies as a Health Care Benefit

Employers can Deduct as a Business ExpenseEAP expenses are tax deductible for the employee to treat a medical or mental condition.

Noelle Baker, Contributing Editor

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美国人力资源管理—福利管理 教学课件10

WELLNESS PROGRAMS Promote and Maintain Physical and Psychological Health

Offered In - House or Off - Site Return - on - Investment: $6 Savings per $1 Spent Programs Include: – Back Care – Smoking Cessation – Stress Management – Weight Control

Noelle Baker, Contributing Editor

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