Philosophy

Interface Employee Assistance Program (EAP) recognizes that employees and their families may face a wide range of personal problems during their lives. Those problems can adversely affect their personal well being and job performance. Interface also recognizes that almost any problem can be successfully resolved, provided it is identified in its early stages and treated appropriately. Interface EAP specializes in alcohol and substance misuse. In the process of counseling clients other areas which may arise include physical illness, psychological conflicts, financial difficulties, personal or family illness, being the victim of sexual or physical abuse, marital or family distress, other addictions such as gambling, legal problems, work place conflict, or other psycho-social concerns.

Interface offers access to an Employee Assistance Program, which provides confidential short-term counseling and, when necessary, referral to inpatient/outpatient programs designed to address specific problem areas identified by Interface EAP in the assessment and counseling process.

Interface will not unlawfully discriminate against any person or category of persons requiring services on the basis of race, creed, national origin, gender, age or financial status. Interface EAP abides by State, Federal Regulations, local, and HIPAA laws requiring client confidentiality.

Written consent by the client is required for disclosure of information. Exceptions to this are where there is a threat of harm to self or others, suspected abuse or neglect, or a court order to disclose information.

Any employee who feels he/she has a personal problem is encouraged to seek help before the problem affects job performance. Use of Interface EAP services will be voluntary, confidential. Interface EAP is also available to eligible family members of the employee upon request and provided appropriate arrangements are in place.

When job performance is unsatisfactory a supervisor may encourage the employee to seek assistance through Interface EAP where the employee is unable to manage the situation with normal supervisory assistance.

If the employee refuses the offer of help and job performance or attendance problems continue, the company's normal human resource policies may then apply. Interface EAP recognizes the importance of their client company's supervisors applying their H.R. policies in the process of managing work performance regardless of the employee's decision to seek help. It is important for a supervisor to consider the appropriateness of procedures for continuous job performance problems regardless of an employee's decision to seek help.

Supervisors are encouraged to make referrals through their respective company structures to Interface. It is important to note that the Interface EAP counselor maintains a position of neutrality regarding workplace conflict, and that the services of Interface EAP are not used as an alternative to the company's disciplinary policy or as a substitute for its supervision.

The responsibility of the Interface EAP counselor is to provide support to the contracted employee.

Interface EAP has a responsibility to its client company to provide services in accordance with the provisions of the Service Agreement. This support may include on-site visits, and consultation with managers or supervisors.