PYC4810 Assignment 2
(COMPLETE ANSWERS)
2025 (705890) - DUE 15
August 2025
For assistance in assignments contact
Email:
, Mountain inside Employee Assistance Program (EAP): Substance Abuse Prevention and
Support
Introduction or Background (10)
Substance abuse in the workplace is a pervasive and costly issue that affects millions of people
and their employers. According to the Nova Recovery Center (2020), employees with substance
abuse problems are not only less productive but also use more sick days, are more prone to
injury, and frequently have issues with supervisors. The financial burden on companies is
substantial, with employees who have untreated substance use disorders costing employers an
average of $8,255 per worker each year (American Addiction Centers, n.d.). Beyond the
quantifiable costs of absenteeism, decreased productivity, and increased healthcare expenses,
substance abuse erodes employee morale, workplace safety, and team cohesion.
The development of a well-structured Employee Assistance Program (EAP) is a critical and
proactive measure for organizations to address this challenge. An EAP is a voluntary,
confidential, and employer-sponsored program that provides a range of services to help
employees manage personal and/or work-related problems that may affect their job performance,
health, and mental and emotional well-being (Substance Abuse and Mental Health Services
Administration [SAMHSA], n.d.). While EAPs can cover a broad range of issues, a targeted
program focused on substance abuse is essential. A specialized EAP not only offers direct
support to those in need but also fosters a culture of prevention and non-judgmental support,
which is a key component of creating a "recovery-ready" workplace (Indeed, n.d.). This
proposed EAP is designed to be a comprehensive and adaptable model for any organization,
whether it is a small business or a large corporation. For companies with existing EAPs, this
document provides a benchmark for comparison and a framework for potential improvements,
particularly in the areas of proactive prevention and destigmatization.
Objectives of the Employee Assistance Program (5)
The primary objectives of this Employee Assistance Program are to:
Promote a Culture of Health and Safety: Foster a workplace environment that
prioritizes employee well-being and safety by proactively addressing substance abuse
risks.
Prevent Substance Abuse: Provide early intervention and prevention strategies through
education and wellness initiatives to reduce the likelihood of substance misuse before it
becomes a major problem.
Provide Confidential and Accessible Support: Ensure that employees and their
families have easy, confidential access to professional counseling and resources for
substance abuse issues.
Improve Employee Well-being and Performance: Support employees in their journey
toward recovery, leading to improved mental and physical health, increased job
satisfaction, and enhanced productivity.
(COMPLETE ANSWERS)
2025 (705890) - DUE 15
August 2025
For assistance in assignments contact
Email:
, Mountain inside Employee Assistance Program (EAP): Substance Abuse Prevention and
Support
Introduction or Background (10)
Substance abuse in the workplace is a pervasive and costly issue that affects millions of people
and their employers. According to the Nova Recovery Center (2020), employees with substance
abuse problems are not only less productive but also use more sick days, are more prone to
injury, and frequently have issues with supervisors. The financial burden on companies is
substantial, with employees who have untreated substance use disorders costing employers an
average of $8,255 per worker each year (American Addiction Centers, n.d.). Beyond the
quantifiable costs of absenteeism, decreased productivity, and increased healthcare expenses,
substance abuse erodes employee morale, workplace safety, and team cohesion.
The development of a well-structured Employee Assistance Program (EAP) is a critical and
proactive measure for organizations to address this challenge. An EAP is a voluntary,
confidential, and employer-sponsored program that provides a range of services to help
employees manage personal and/or work-related problems that may affect their job performance,
health, and mental and emotional well-being (Substance Abuse and Mental Health Services
Administration [SAMHSA], n.d.). While EAPs can cover a broad range of issues, a targeted
program focused on substance abuse is essential. A specialized EAP not only offers direct
support to those in need but also fosters a culture of prevention and non-judgmental support,
which is a key component of creating a "recovery-ready" workplace (Indeed, n.d.). This
proposed EAP is designed to be a comprehensive and adaptable model for any organization,
whether it is a small business or a large corporation. For companies with existing EAPs, this
document provides a benchmark for comparison and a framework for potential improvements,
particularly in the areas of proactive prevention and destigmatization.
Objectives of the Employee Assistance Program (5)
The primary objectives of this Employee Assistance Program are to:
Promote a Culture of Health and Safety: Foster a workplace environment that
prioritizes employee well-being and safety by proactively addressing substance abuse
risks.
Prevent Substance Abuse: Provide early intervention and prevention strategies through
education and wellness initiatives to reduce the likelihood of substance misuse before it
becomes a major problem.
Provide Confidential and Accessible Support: Ensure that employees and their
families have easy, confidential access to professional counseling and resources for
substance abuse issues.
Improve Employee Well-being and Performance: Support employees in their journey
toward recovery, leading to improved mental and physical health, increased job
satisfaction, and enhanced productivity.
