MHR 416 CH 9 EXAM LATEST
UPDATE
Discretionary benefits designed to meet the following objectives: - Answer Mental and
physical well-being
Family assistance programs
Educational benefits
Support programs for daily living
Rationale for Benefits - Answer -Program costs are less than the cost of absenteeism
and tardiness -The programs enhance the employee's mental and physical well-being
-Educational support yields benefits to both employers and employees --In many cases,
employers receive tax benefits
Origins of Accommodation and Enhancement Benefits - Answer -Alcohol intervention
programs laid the foundation of contemporary employee assistance programs
-In the early 20th century alcohol use was acceptable
-During the industrial era concerns about safety and efficiency emerged
-In the 1940s, a rehabilitative rather than punitive stance toward alcohol consumption
was adopted.
Three factors prompted this approach: - Answer -During WWII, private businesses
refocused their work on efforts to support the war, the need for efficiency created a
highly stressful work conditions with contributed to alcohol use as a coping mechanism
-The additional staffing needs required the employment of those who would not
otherwise be hired for a variety of reasons, i.e. people with alcoholism problems
-Upon returning from the war, workers were reemployed. PTSD cope with alcohol
consumption
Drug-Free Workplace Act of 1988: - Answer Affects employees with federal contracts.
Employers must meet criteria that includes Drug- free Workplace Act: - Answer a
written policy stating that use on the premises in prohibited make employee aware of
the resources available places restrictions on employees with conviction records and
mandates rehabilitation program participation
Employee Assistance Programs (EAP) - Answer help with personal problems that impair
the employee's ability to do their job
, -Alcohol and drug abuse
- Domestic violence,
-Emotional impact of AIDS and other diseases
-Clinical depression
- Eating disorders
Purpose is to improve job performance
Employee Assistance Programs (EAP) In 2011 - Answer 46% of private industry workers
were eligible for an EAP (51%) of full-time and (32%) of part-time employees have access
to an EAP program More union workers had access (68%) compared to nonunion
workers (44%) One study shows 78% of employees received the help they needed
EAP Services - Answer Providing information about services
-Problem identification & assessment
-Short-term counseling
-Referrals to professionals
- Follow-up to assess effectiveness
-Staff crisis hotlines to help employees in urgent situations
Outplacement Assistance Programs - Answer Provides technical and emotional support
to employees who are being laid off or terminated
Services of Outplacement assistance programs include: - Answer Personal counseling
Career assessment and evaluation
Training in job search techniques
Résumé and cover letter preparation
Interviewing techniques
Training in the use of basic workplace technology Helps promote a positive image of the
company among those being terminated, their families, and friends
EAP Delivery Options - Answer referral eap in house eap third party providers
consortium eap
Referral EAP - Answer No contractual relationship with employer Employer may
negotiate reduce costs
In-house EAPs - Answer Staffed by company employees On- or off-site locations
UPDATE
Discretionary benefits designed to meet the following objectives: - Answer Mental and
physical well-being
Family assistance programs
Educational benefits
Support programs for daily living
Rationale for Benefits - Answer -Program costs are less than the cost of absenteeism
and tardiness -The programs enhance the employee's mental and physical well-being
-Educational support yields benefits to both employers and employees --In many cases,
employers receive tax benefits
Origins of Accommodation and Enhancement Benefits - Answer -Alcohol intervention
programs laid the foundation of contemporary employee assistance programs
-In the early 20th century alcohol use was acceptable
-During the industrial era concerns about safety and efficiency emerged
-In the 1940s, a rehabilitative rather than punitive stance toward alcohol consumption
was adopted.
Three factors prompted this approach: - Answer -During WWII, private businesses
refocused their work on efforts to support the war, the need for efficiency created a
highly stressful work conditions with contributed to alcohol use as a coping mechanism
-The additional staffing needs required the employment of those who would not
otherwise be hired for a variety of reasons, i.e. people with alcoholism problems
-Upon returning from the war, workers were reemployed. PTSD cope with alcohol
consumption
Drug-Free Workplace Act of 1988: - Answer Affects employees with federal contracts.
Employers must meet criteria that includes Drug- free Workplace Act: - Answer a
written policy stating that use on the premises in prohibited make employee aware of
the resources available places restrictions on employees with conviction records and
mandates rehabilitation program participation
Employee Assistance Programs (EAP) - Answer help with personal problems that impair
the employee's ability to do their job
, -Alcohol and drug abuse
- Domestic violence,
-Emotional impact of AIDS and other diseases
-Clinical depression
- Eating disorders
Purpose is to improve job performance
Employee Assistance Programs (EAP) In 2011 - Answer 46% of private industry workers
were eligible for an EAP (51%) of full-time and (32%) of part-time employees have access
to an EAP program More union workers had access (68%) compared to nonunion
workers (44%) One study shows 78% of employees received the help they needed
EAP Services - Answer Providing information about services
-Problem identification & assessment
-Short-term counseling
-Referrals to professionals
- Follow-up to assess effectiveness
-Staff crisis hotlines to help employees in urgent situations
Outplacement Assistance Programs - Answer Provides technical and emotional support
to employees who are being laid off or terminated
Services of Outplacement assistance programs include: - Answer Personal counseling
Career assessment and evaluation
Training in job search techniques
Résumé and cover letter preparation
Interviewing techniques
Training in the use of basic workplace technology Helps promote a positive image of the
company among those being terminated, their families, and friends
EAP Delivery Options - Answer referral eap in house eap third party providers
consortium eap
Referral EAP - Answer No contractual relationship with employer Employer may
negotiate reduce costs
In-house EAPs - Answer Staffed by company employees On- or off-site locations
