Human Resources Management for Public and Nonprofit Organizations

Benefi ts 299

An emerging issue in all sectors is the provision of domestic partnership

benefi ts to employees. Such benefi ts extend workplace benefi t coverage to

unmarried heterosexual or gay couples. One way to support employees and

make them feel part of the organization is to recognize and respect alter-

native families. Health insurance, sick leave, bereavement leave, pension

plans, life insurance benefi ts, and access to employee assistance programs

are some of the benefi ts that have been extended to domestic partners.

Typically, couples qualify if they are living together and are jointly responsible

for their fi nancial well - being (Gossett & Ng, 2008).

Employee Assistance Programs

Employee assistance programs are another important type of employer -

provided benefi t. Marital confl icts, alcohol and substance abuse, family

stresses, AIDS, and other health - related concerns are some of the problems

that come to work with employees. These problems often result in lower

employee productivity and morale and may also lead to legal liabilities

and high fi nancial costs for the employer. EAPs provide counseling services

for employees and their families. In the past, the focus of EAPs was on

alcoholism and drug - related problems. The services of EAPs have since

expanded to include counseling for marital problems, drug abuse, men-

tal illness, fi nancial stress, and the improvement of employer - employee

communications.

EAPs also address such issues as prevention, health and wellness,

employee advocacy, and the dysfunctional workplace. Employees with

stressful lives are absent more often, resulting in lost productivity. Wellness

programs are designed to improve employees ’ physical and psychological

health, thus decreasing the occurrence and severity of medical problems

and lowering the costs and number of medical claims (Hyland, 1990).

Accident prevention classes, smoking cessation seminars, weight control

and nutrition programs, stress management workshops, and on - site

exercise programs are also an outgrowth of EAPs. The largest use of

EAPs, however, is still for drug or alcohol addictions. Employers have

increasingly become involved because alcohol and drug testing is required

for many employment positions.

Alcohol and Drug Testing

Substance abuse is a pervasive problem in the American workforce. Alcohol

and drug abuse are cited for decreases in productivity and increases

in work - related accidents. To combat substance abuse in the workplace,