Employee Assistance Program

  • Mission Statement

    The mission of the GPISD EAP is to help employees find solutions to life’s challenges.

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  • Frequently Asked Questions

    What is an Employee Assistance Program?

    An employee assistance program, or EAP, is a counseling service for employees and their eligible dependents who may be experiencing personal or work place problems. GPISD’s mission is to help employees find solutions to life’s challenges, whether small or large.

    Why does GPISD offer an EAP?

    GPISD cares about our employees. It’s that simple.

    What types of problems does EAP handle?

    The EAP handles a wide range of problems. These include problems related to:

    • Emotional
    • Family
    • Marital
    • Stress
    • Financial
    • Substance Abuse
    • Legal
    • Work Place
    • Elder Care

    Are other services available?

    • Consultation n Referrals
    • Seminars
    • Orientation sessions for employees and supervisors

    Will the counselor keep my problem confidential?

    Yes. Confidentiality is a requirement and a guarantee we make to all employees. Without it, the EAP wouldn’t work. No information goes anywhere without your request and written permission.

    What is an EAP counselor?

    An EAP counselor is someone educated, trained and experienced in helping employees and their eligible dependents solve their problems or referring them to professionals or organizations that can. EAP counselors are experienced in dealing with problems in substance abuse, behavioral health, relationships, work place and numerous social, financial and legal situations that plague all of us at one time or another.

    The EAP counselor will help define the issues, sort things out and develop a plan of action.

    An employee assistance program (EAP) is a valuable resource to assist employees and their family members.

    An EAP is designed to help you and your family members deal with personal problems brought on by such factors as: marital/family stress, emotional difficulties, alcohol/drug problems and many situations that can continue to make you feel stuck and confined.

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  • Resources

    Taking Care of Yourself

    20 Ways You and Your Family Can Take Advantage of EAP

    Helping a Co-Worker Through a Loss

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  • When Should Supervisors Get Involved?

    Troubled employees very often will exhibit changes in behavior that indicate personal problems are causing poor job performance. Here are some examples.

    • Frequent absences with vague excuses.
    • Excessive use of sick days.
    • Pattern of unscheduled vacations.
    • Repeatedly coming to work late.
    • Repeated unannounced, early departures from work.
    • Taking unscheduled days off following a weekend, holiday or vacation.
    • Using up vacation days as soon as they are accrued.
    • Frequent and/or prolonged unannounced absences during assigned work hours.
    • Repeatedly missing scheduled staff functions or client related activities.
    • Errors in judgment, which are inconsistent with past standards of good judgment.
    • Difficulty or failure to carry out routine instructions.
    • Erratic or deteriorating quality of performance when compared with past performance.
    • Overreacting to appropriate criticism.
    • Manipulating co-workers to take over assigned responsibilities
    • Avoiding interaction with co-workers.
    • Appearing withdrawn or overly preoccupied.
    • Wide mood swings during the day for no apparent reason.
    • An increase in personal telephone calls causing repeated work interruptions.
    • Deteriorating hygiene or appearance.
    • Complaints by co-workers about employee’s erratic behavior or lack of work cooperation.
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