New York State Employee Assistance Program (EAP) was established as a voluntary, confidential
information and referral service. The referral process is any action taken or assistance
offered to an employee that addresses particular needs.
New York State EAP Regional Representatives and Coordinators serve the employees
of New York State by assessing their personal needs and problems, and by referring
troubled employees to appropriate professional resource providers. Case records, progress
notes, or specific treatment issues should not be sent to or shared with the EAP program
by resource providers except where authorized by written legal agreement signed by
the client and with appropriate consent forms on file.
The employee contacts an EAP Coordinator. Although a supervisor, peer, or union representative
can make referrals, the call for appointment or assistance must come from the employee.
The program is voluntary.
- The employee and Coordinator meet to discuss the employee's problem(s). The Coordinator
interviews the employee and allows ample time for the employee to discuss issues and
- The Coordinator assesses the employee's needs, based on the interview. Generally,
this occurs during the initial meeting. Occasionally, more than one meeting will be
necessary, but this is the exception rather than the rule.
- The Coordinator considers treatment options for resolving the employee's problem(s).
Factors taken into consideration are financial (including insurance coverage), geographic
location of resource provider, client preferences, and appropriateness of resource
providers being considered.
- The Coordinator presents possible options to the employee.
- The employee accepts or rejects the options presented.
- The Coordinator requests the employee's signature on the "Consent for Release of Information
Form" (EAP-4) if the employee wants the Coordinator to contact anyone else regarding
- The Coordinator may request that the employee report on his/her progress. In this
way, the Coordinator may also measure the appropriateness of the referral.
- The employee's relationship now shifts from the Coordinator/employee to resource provider/employee.
Coordinators may not provide ongoing counseling.
- Subsequent contact with the employee is minimal, and is limited to either reintegration
into the worksite following treatment or brief conversations concerning the employee's
- Family members seeking EAP services follow the same procedures.
- Coordinators must follow the New York State EAP policies on confidentiality and consent
for release of information, including exceptions to confidentiality.
- Written permission must be obtained for a Coordinator to discuss a referral with a
supervisor, family member, or union representative.
- New York State EAP Regional Representatives and Coordinators are the only individuals
who can recommend referrals.