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FAQs


Who is eligible for EAP services?

All current employees of the SUNY Downstate Medical Center, their immediate families, and the retirees of the SUNY Downstate Medical Center and their immediate families, are eligible to use the services of the EAP.

Are residents and housestaff eligible to use the EAP?

Yes. All residents and housestaff assigned to University Hospital, and all residents and housestaff with faculty appointments, regardless of assignment, are eligible to use the services of the EAP.

Who may refer?

Employees may be encouraged by supervisors, co-workers, union representatives, human resource personnel or friends to contact the EAP for information or referral for help. In most cases, it is the employee his/herself who initiates contact with the EAP. This is known as self-referral, and is the preferred method of contacting the EAP. It should be noted that the EAP is a voluntary program. Even if an employee is referred to the EAP by a manager or supervisor, it remains the employee’s decision whether or not to use the services of the EAP. Also, referral to the EAP, regardless of the source of such referral, does NOT take the place of any disciplinary actions imposed by DMC or an individual department

Who has access to EAP information?

The EAP staff does not maintain files on any employee who uses its services. In the event that an employee signs a Consent for Release of Information, such release is destroyed after 6 months. Inquiries about individual employees’ use of the EAP will not be answered without the written consent of the employee.

Is my visit to the EAP confidential?

Any information, concerns, or personal problems shared with EAP staff are treat confidentially. A person’s participation in the EAP is NOT reflected in any personnel record, nor does the EAP staff keep any records on any employee. The EAP staff will not share any information on an employee’s use of the EAP with ANYONE, without the written permission of the employee. The only exceptions to confidentiality are: when information is required by law or executive order to be disclosed, when a person is likely to do harm to him/herself or others, or where there is reasonable suspicion of child abuse.

Will my participation in the EAP jeopardize my job or a promotion?

No. Employees will not be penalized for participation in the EAP.

How can an employee access EAP services?

Employees may be referred by supervisors, human resources/labor relations personnel, union representatives, or other interested parties. Or, the employee may self-refer to the EAP. In any case, the decision to use EAP services rests with the employee. The EAP is a voluntary option.

What is the most common kind of EAP referral?

Self-referral is the most common. The EAP encourages employees to contact the EAP for assistance before problems become overwhelming, or begin to adversely affect job performance.

What are the qualifications of the EAP staff?

Our EAP coordinator holds several credentials: CEAP (Certified Employee Assistance Professional); CTAC (Credentialed Tobacco Addiction Counselor); and ASAC (Alcohol and Substance Abuse Counselor). In addition, the EAP staff maintains a high level of proficiency in assessment and referral skills through regular attendance at NYS EAP sanctioned trainings, workshops, continuing education courses, and other relevant skill-building classes.

Do faculty or supervisory personnel make use of the EAP?

As we all know, stress and personal concerns affect us all. All staff is encouraged to use the services of the EAP when problems arise. All employees are treated in the same manner when using EAP services.

Who has access to EAP files?

The EAP does not maintain files on any employee who uses EAP services. EAP staff makes its own appointments, only EAP staff has access to messaging systems, and client information is not stored in any files, or computer systems. In the event that a client signs a Release of Information (i.e. gives his/her written permission to share information with others), such release is destroyed in 6 months.

I've heard that the EAP deals mostly with drug problems. Is this true?

No. People who use EAP services have everyday problems which have the potential of getting out of hand. Some of these may include:

  • Separation/divorce or being widowed
  • Balancing work and family
  • Needing elder or child care resources
  • Coping with adolescents/children
  • Managing stress
  • Conflict resolution
  • Domestic violence

Of course, the EAP also helps clients with alcohol and other drug problems as well.

How many times can I use the EAP?

While there is no limit to the number of times an employee may contact the EAP for confidential help, the purpose of the EAP is not to offer ongoing treatment, but rather to provide assessment, referral, and resource information for a variety of problems/concerns which employees face. It is up to the individual which resources or referrals they choose to access. If needed, an employee may be seen more than once for supportive follow-up. The EAP is not intended as a replacement for professional evaluation, advice, treatment, or ongoing professional care.

When I receive a referral from the EAP, do I pay for it, and how?

There is no charge for EAP services. Some referrals are also free of charge (i.e. 12-step or other self-help groups). There may be affordable community services that charge based on your ability to pay. Other services, e.g. private therapists and treatment programs, will generally bill your health insurance. If your health insurance does fully cover the expenses you incur as a result of your treatment, you may be responsible for complete or partial payment. In most cases of mental health or substance abuse treatment, there is at least a “co-payment” for professional services, for which you are responsible. Every effort will be made to match your needs with the resources available. It is your responsibility to make sure your benefits cover the referral, or that you are able to pay for services rendered

Can my supervisor have access to my records?

The EAP staff does not maintain files on any employee who uses its services. In the event that an employee signs a Consent for Release of Information, such release is destroyed after 6 months. Inquiries about individual employees’ use of the EAP will not be answered without the written consent of the employee.