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Employee assistance available at Fresno State

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By John B. Franz, Ph.D.

In the early '80s a series of personal disasters related to alcohol abuse led to the untimely deaths of two senior faculty members. These deaths were the final straw in a series of sad and costly incidents among faculty and staff related to unresolved personal problems. They proved to be prime motivators, however, for a group of concerned Fresno State faculty and staff. They were determined to see if there wasn't a better way to make help available in the workplace. The usual methods of friendly persuasion or personnel action simply weren't effective with such problems.

Faculty research uncovered an emerging movement in higher education to adapt a successful industry innovation, one which provides early intervention and confidential help with potentially career-ending problems - employee assistance programs (EAPs).

A committee studied the matter, proposals were sent back and forth to various administrators, and finally by the fall of 1984 President Haak funded a half-time campus-based EAP. Dr. Bob McMain of the Department of Social Work Education was assigned as counselor. He publicized the service and began to meet with employees. Based on a positive reception by faculty and staff and with the support of diverse campus constituencies, Fresno State's EAP was fully funded. In 1985 a full-time director and support staff were hired and the service was officially on its way.

From the above historical sketch, several key elements of Fresno State's employee assistance services (now known as Employee Assistance & Development, EA&D) can be traced. First, it is a short-term, confidential counseling/consultation service. Conversations are protected by privilege, except for mandated reporting of child abuse, death threats and court subpoenas. EA consultations are not considered "therapy," however, and no diagnostic, mental health case record is created.

Second, use of EA&D is voluntary (faculty and staff may not be required to attend). Appointments are permitted on state time with appropriate permission by one's supervisor. If an employee wishes greater privacy they may schedule appointments during their lunch hour, or by taking personal leave time.

Third, EA&D services are free of charge to all faculty, staff and members of their immediate families. Thus, lack of benefits or money is no barrier to accessing help when needed.

Fourth, services emphasize assessment and referral, i.e. they are short-term in nature. As a limited consultation service (time and personnel), the EA&D office assists employees in finding additional resources when more help is needed. This includes making referrals to legal and financial counselors, self-help groups and to various agencies and services in the community.

Fifth, the EA&D office coordinates staff development services on campus. The office schedules, sponsors and conducts a variety of workshops; it disseminates information on professional development opportunities in the community and via electronic means.

Sixth, the EA&D office provides support to managers and supervisors in the form of problem-solving consultation, training options and by providing team-building and organizational development experiences. They are not considered "confidential" meetings. Team-building experiences are designed to improve work skills and relationships.

Finally, EA&D promotes employee health and well-being. Learning to cope effectively with a variety of complex and competing work and home-life issues is a key to success in these busy times.

More than 10 percent of our employees contact the office each year, a figure that has held true for the nearly two decades of its existence.

John B. Franz is director of Employee Assistance and Development on campus.

Back to University Journal, 2/25/02 Issue