EAP services

What you can expect from EAP

The Employee Assistance Program (EAP) is available for faculty, staff, and their immediate family members to receive or locate help with personal or professional challenges. The EAP services are free and confidential and include screening and referral, problem solving, crisis intervention, consultation, and training/development. Employees and family members may choose to visit the EAP on their own. Requests may be made via the location and hours webpage.

In addition, supervisors, specialists from Human Resources, and courts may refer individuals to the EAP. Read more about EAP’s referral procedures.

The EAP provides brief therapy which includes up to five sessions. If an employee needs more than five sessions the EAP will offer to link the individual with a practitioner in the community who may provide assistance. The EAP will collaborate with employees to locate services covered by their insurance or that are provided at a reduced or sliding scale fee. If one does not have insurance, the EAP will consider the financial situation of an individual in arranging referrals.

EAP Library

Visit the EAP Library in Columbia to access a number of hard-copy resources that can be checked out or a free as handouts.

A number of EAP-related resources are also available digitally via myLearn. Log into myLearn via the myHR portal.

A general list of topics for which you might contact the EAP is provided on the EAP homepage. The lists that follow provide more detail on the types of programs and training EAP offers on a regular basis:

Occupational stress programs

The EAP provides an ongoing program of education and training designed to both increase employee awareness of stress and enhance employees’ stress management capacity. On a monthly basis, our EAP conducts occupational stress workshops on topics such as those listed below.

The EAP continues to develop new occupational stress programs. Visit our EAP Team webpage  to contact us about the workshops listed here or ideas for other topics.

Occupational stress programs
  • Work – life conflict
  • Verbal and nonverbal communication
  • Occupational role stress
  • Building a respectful workplace
  • Burnout
  • Functional leadership
  • Recruitment, selection, and performance management
  • The effects of work stress on health
  • Desired leadership behaviors
  • Careers and career management
  • The ethics of communication
  • Work schedules
  • The psychological contract, health, and well-being
  • Workplace aggression
  • Workplace safety
  • Organizational justice
  • Job design and well-being
  • Physical work environment
  • Work – non-work interface
  • Shared commitment – How to talk about accountability
  • Work, well-being, and mental health
  • Individual differences, stress, and health
  • Organizational politics
  • Counterproductive work behaviors
  • Conflict at work and individual well-being
  • The big-five personality inventory
  • New technologies and stress
  • Managing in times of change
  • Management development, well-being, and health
  • Gender issues
  • Essential tools for leaders
  • Tools for team effectiveness
  • Economic stressors
  • Industrial relations
  • Organizational culture, stress, and change
  • Issues of the second career half
  • Individual stress and wellness
  • Dynamics in groups and social systems
  • Flexibility at work in relation to employee health
  • A risk management approach to the prevention of work stress
  • Building trust in the workplace
  • Young workers
  • Conflict management
  • Difficult conversations and coaching
  • Management succession and career planning
  • Work motivation
  • Selection tests
  • Exerting control over work stressors
  • Leading and managing change
  • Characteristics of people: The role of individual differences in the work context
  • Cross-cultural dynamics in teams and organizations
  • How people learn
  • Acute stress at work
  • The social context of work life: Implications for burnout and work engagement
  • Teams and change
  • Lateness, absenteeism, and turnover
  • Developing work role effectiveness
  • Coaching in organizations
  • Taxonomy of stress management techniques

Organizational consultation

Organizational consultation is a process of dialogue and measurement that leads to a decision about work-related operations. The EAP can provide your organization with the following types of consultation:

Organizational consultation
  • Organizational assessment and diagnosis
  • Team building
  • Job stress analysis
  • Recruitment and selection
  • Intergroup consultation
  • Survey research
  • Education and training
  • Customer satisfaction
  • Quality of work life
  • Life and career planning
  • Strategic management
  • Organizational change – Technical and structural
  • Executive coaching
  • Performance management

Supervisor services

The EAP seeks to provide guidance and support to supervisors in an attempt to alleviate, reduce, or better manage workplace stressors. Managers, supervisors, or administrators can consult with the EAP to gain a better understanding of an issue, and to formulate and develop a plan to resolve the matter. The EAP will assist with implementation of action plans, will follow up to assess plan efficacy, and will determine with the supervisor if additional interventions or plan modifications are necessary. Supervisors may wish to also review referral procedures available to them when seeking to refer an employee to the EAP.

The EAP may collaborate with specialists from other areas such as Campus Mediation Services or Environmental Health to help supervisors in their administrative roles. Examples of topical areas in which a supervisor may consult with EAP are:

Supervisor services
  • Quality of work life
  • Decline in employee performance
  • Workplace violence
  • How to motivate employees
  • Customer satisfaction
  • Work station stress
  • Improving morale in the workplace
  • Organizational change
  • Reducing absenteeism and tardiness
  • Training and development

Reviewed July 20, 2015.