The wide range of companies that have embraced the Employee Assistance Programme (Bermuda) (EAP) may be diverse, employing just a few people or as many as four thousand, but all of its members are united in the belief that the health and well-being of every employee is of the utmost importance.

Back in 1987, six Bermuda firms who had reached that conclusion, were enthusiastic charter members as Deborah Carr set up the local equivalent of the highly successful, US-based workplace programme.

Now, as EAP celebrates its tenth anniversary, with 165 companies participating in the scheme, executive director Ms Carr repeats her quiet conviction that: "Ignoring your employees' personal needs is a big step in the wrong direction. A company's most valuable resource is its people. It's been estimated that between 15 and 20 percent of any workforce is affected by personal problems that can, in turn, affect a person's well-being as well as their job performance.'' EAP operates from the board room to the boiler room, offering practical, hands-on help. "Sometimes,'' she says, "that help can be as simple as showing someone how write a resumee, or giving them a hug. There's a human side and a logistical side to what we do. We have no magic pills but often, we help people to find out what they already know by recognising that fears and emotions can block things.'' Stressing that the EAP is a benefit, rather than a treatment-based programme, Ms Carr explains that they offer a performance-based referral service for job supervisors and managers who recognise that early professional assistance benefits both the company and the individual.

With a staff of counsellors trained to Masters degree level, the Island's largest workplace health service provides consultations that are free of charge for employees and their families. They deal with personal problems that may range from alcohol and drug abuse, post-trauma, bereavement and loss issues, financial or legal problems, marital/family/relationship concerns, mental or emotional illness, job stress and retirement.

"It is our job to identify troubled employees, diagnose their problems and direct them to the professional help they need. We also help employers in the development, implementation and management of programmes that are designed to promote a healthier workplace,'' says Ms Carr.

Noting that approximately 30,000 people enjoy the benefits of EAP, Ms Carr explains that formal referrals may be made by an employer or supervisor if an employee seems to be experiencing a pattern of job difficulty, absenteeism, low productivity or deteriorating performance. "Informal referrals may be made by a supervisor or co-worker if personal problems are obviously affecting someone -- even though their work has not yet been affected. But 80 percent of people refer themselves for counselling. I would emphasise that these referrals are strictly confidential. Even in the case of formal referrals, counsellors do not reveal details of an employee's personal life or divulge a clinical diagnosis, and any communication between the EAP and the workplace would only take place with the employee's permission.'' Poor work performances are accompanied by direct and indirect costs. This is especially true, says Ms Carr, of unresolved personal and substance abuse problems. "They are the silent killers of corporate profits.'' With direct costs including absenteeism, health insurance claims, overtime pay, security issues, sick leave abuse, tardiness and violence in the workplace, indirect costs are even greater. "These can include damage to equipment, damage to public image, disciplinary action, diverted supervisory time, friction between workers, grievance procedures and legal actions, personnel turnover, poor decisions, threat to public safety and even premature death.'' Deborah Carr and her staff are highly trained. "I am a Registered Nurse but my Masters degree is in Management Science because it was important for me to know the language of the workplace. No one in the corporate world,'' she adds with a laugh, "is going to sit down and say `I would like to share this with you'! EAP has to have one foot in the business world. So corporate knowledge is essential to be effective.'' As time has progressed, she reflects, trust has grown on both sides. "Not so long ago, there was a bank robbery and almost as soon as the Police were called, we were also asked to come in.

Management knew the benefit of post trauma assistance and this has come about largely through our seminars and training sessions for supervisors and managers.'' In order to counsel employees, says Ms Carr, it is essential to understand the nature of the organisation seeking help. "What is it actually like to be a teacher, a Police officer, a construction worker, a hairdresser or lawyer? We try to learn as much as we can about peoples' jobs as well as talking to the C.E.O. of a company!'' Ms Carr came to Bermuda in 1979 from the US where she had worked as an instructor in Alcohol Studies at Rutgers University. Assisting with the concept of a treatment facility for substance abuse, she was instrumental in the formation of Alcoholism Services at King Edward VII Hospital, where she was the first specialist to train doctors and nurses. "It was obvious that many people were coming in rather late for help. But where were the mechanics to identify problems at an earlier stage, so that people didn't end up losing their families, their jobs, or even their lives? There had to be a way -- and we realised that the workplace is a very good place to do just that because sometimes, families are too close to see a problem and most people have a basic pride in their work and don't want to lose their job.'' Pointing out that only about five percent of alcoholics are `skid row' drunks, Ms Carr says, "The other 95 percent are working -- right next to you!'' When the Archibald Report recommended a community-based employee assistance programme, run and owned by the businesses concerned, Deborah Carr was convinced that the moment had come. "We had his sanction and it was up to me to run with it. So that's how we began -- I did it without a penny -- but with the support of those first six companies.'' Today, Deborah Carr is assisted by counsellors Martha Pitman, Bonnie Exell, Margaret Swift and wellness consultant Jenny Smatt.

"As a team, we are able to provide a 24-hour emergency clinical response line, a standardised comprehensive assessment protocol, assess and refer clients, and maintain clinical supervision of short-term problem resolution and follow-up.'' Observing that EAP's offices are like a hospital emergency room -- "we never know what's coming through the door!'' -- Ms Carr says the biggest problems are still substance abuse-related, "so we are actively working toward establishing a drug-free workplace. Not just testing, not through conducting witch-hunts, but through education. The other worrying aspect we have noticed is that depression in the workplace seems to have hit an all-time high.'' With the scheme now successfully established, the EAPB is far from resting on its laurels. One focus for the future will be on balancing work issues and the family. There will be further emphasis, too, on preventing health and related social problems through their new wellness programme.

Employees and families of member companies are reminded that confidential help for personal or work-related problems may be obtained by telephoning the EAP at 292-9000.