An employee assistance program is considered as an arrangement between a corporation or a government agency, as the employer in this case, and the employee. It was established with an aim of curbing substance abuse, intoxication and major emotional distress in the workplace. This program provides a variety of support programs to the employees that help them with work-related difficulties (Richard 2009). Further, they assist employees with problems that may originate from outside the workplace but which will in one way or the other affect work-place attendance or on-the-job performance. It also includes services such as legal and financial services, child and elder care, mental health, housing, career planning and retirement among other services that are detrimental to the wellbeing of the individual. These services are offered to the employee and can also be given to the members of the employee’s family. The EAP consultations and referrals are free and confidential. The employer assumes all the cost implications (Richard 2009).

The cases of family feuds are a major hindrance to working performance in many working areas. A friend who was facing difficulties in raising the children due to the increasing charges in the present day cares was having difficulties in making it to work on time. This made it hard for her to concentrate on her work performance and keep at per with the working conditions. However, the EAP was there to assist her in taking care of the children and looking for a daycare for her children. Another instance was when a family friend was faced with a risk of being thrown out of the house by his landlord due to unpaid dues. The EAP offered financial services that assisted him sort out his financial problems and concentrate on his job. Further, they offered counseling services that enabled him manage his earnings and budget for it without living out any essentials that require being sorted out (Mannion 2004).

Work-related violence is taken to be incidents where people are abused, assaulted or threatened in circumstances relating to their work. This will involve an explicit or implicit challenge to the safety, health or well being of the worker. There are three broad forms that encompass these violent behaviors. There is the non-physical violence which merely includes intimidation, threats or abuse. There is the physical violence which may include punching, pushing or kicking. Then there is the aggravated physical violence which includes the use of weapons like knives, bottles or glasses (Kirk, 2003). By all means, violence in the work place can cause poor morale for the employees and poor image for the employer’s company. Extra costs will be incurred in terms of employee absenteeism, higher premium and legal fees, and compensation for cases of negligence.

Looking at two types of violence at the workplace, we note that there is more than meets the eye. Service user violence is one type where individuals receiving the service are frustrated say with the service delivery or some other products of the company’s core business activities. If EAP is carried out before hand, then the employee would have undergone counseling to assist them in keeping up with the working conditions and the expected efficiency (Kirk, 2003). The root cause of the inefficiency would have noted and rectified before it reaches extremes.

Domestic violence is the other type of violence that is perpetuated by individuals outside the organization but have a direct relationship with an employee in the organization. The EAP is very helpful in this case as the individual can attend counseling services that would ease up tension at home. With there being a chance for the individual’s family to undergo therapy, then the other member, whether a spouse or partner is also welcome to attend the sessions. This will decrease the rates of derailing the work place and increase the efficiency of the worker. Another plus will e that they will patch up things with the help of a qualified counselor (Kirk, 2003).

References:

Kirk, D. J. (2003), “Guidance and Training Advice for Business Owners and Managers: Violence in the Workplace.”, Business and Society Review 108: 523

Mannion L P. (2004) what works and what doesn’t: Employee assistance programs, Alabama; Greenwood Publishing Group

Richard M. A. (2009) wellness/enhancement programming: Employee assistance programs. Florida: Charles C Thomas Publishers