Employee Assistance Program (EAP)

The Employee Assistance Program (EAP) was established to provide employees and their families with opportunities to obtain assistance for a variety of personal problems which may affect their continued functioning as productive members of the University community or society at large. The EAP is a confidential counseling and referral service with professionally certified employee assistance providers who are experienced in a wide range of issues including relationship, conflict, family concerns, and alcohol or drug dependence. 

 Frequently Asked Questions (FAQ)

To obtain assistance for any variety of personal problems which may affect an employee's continued functioning as productive members of the University community or society at large. 

EAP services are offered to University faculty and staff. Students may seek assistance through
the LSU Student Health Center. 

Referrals are provided by the Employee Relations staff of Human Resource Management.
Services provided by external agencies may qualify under University-sponsored health
insurance plans, require a fee, be free of charge, or have fees on a sliding scale based on an
employee's income level.

Employees are encouraged to contact the EAP Coordinator on their own, although contact is usually
voluntary, an employee may be administratively referred to the EAP.

If an employee's work performance is inadequate or deficient, their behavior is aberrant or otherwise outside commonly accepted standards of conduct, or if there is reason to believe a threat of violence exists or may exist, that employee may be directed to participate in an evaluation by an employee assistance program provider. Failure or refusal by an employee to complete the conditions of an administrative referral to the EAP will result in the implementation of the appropriate discipline process.  It is essential that supervisors and administers deal only with acceptable workplace behavior and avoid giving advice to employees regarding specific medical, emotional or substance abuse problems.

Inquiries to the EAP can be made on an anonymous basis and/or employees may also obtain
such information through this website. Normally there is no need to notify an employee's
supervisor of inquiries to the EAP. However, when an employee discloses a condition that has
the potential to place the employee or others in danger and/or impair his/her work performance,
a supervisor may be notified of participation in the program. Conditions that require such
disclosure include alcohol and/or substance abuse and certain mental illnesses.

No. However, an employee may be disciplined (up to and including termination) for failure to
comply with and/or successfully completing treatment that has been determined to be a
condition of his/her continued employment.

Medical records and/or documentation of an employee's treatment will not be maintained in an
employee's official personnel file.  Additionally, private medical information will not be shared outside of HRM. The university only releases statistical data on the number of
employees who have participated in the EAP.