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How do we know that we are being invoiced correctly?

EASA has been operating since 1982, in our 34 years of operation we have provided counselling services to clients under an honour system. In our time of operation, no accusation of inappropriate invoicing has been received. We do understand that trust needs to be earned and have been open to regular audits conducted by principal funding bodies including the Northern Territory Government for our EAP provision. One of the more recent audits by KPMG used EASA systems as recommended for other EAP providers.

EASA is also an incorporated body and under the Associations we are required to professionally audited on a yearly basis, again there have never been any concerns. The results of this yearly audit aresubmitted to the Department of Business for review, no concerns have been expressed.

EASA invests significant funds into our automated diary system to ensure that it is accurate, we provide our staff with good training in the systems we use and accurate input of data, when an if any errors occur we have backup checking systems to pick them up early. We are very pleased our auditing backs up our goal of very high standards. EASA's invoices are produced directly from the EAP diary.

How is the EAP administered?

This can be tailored; you may consider:

  • How you will share the information about your generosity in providing the service with your staff, we can provide a range of materials to disseminate. EASA can also help word intranet information or help you create induction packs for new employees. Our friendly staff regular attend work areas to talk about how to access the services so that stigma is reduced and the service has a welcoming face – there is no cost for this.
  • Including family members in common in EAP's, its your choice.
  • A range of session numbers available. Organisation can offer 5 sessions per calendar year, 3 sessions per issue raised or let us know your thoughts on what you can realistically provide for your staff.
  • An onsite service, you may have a large work area with many employees and want to make it easy and quick for staff to attend, you could offer 3 sessions a week out of a suitable location which protects your employee's confidentiality.

How did you come up with your EAP Rates?

EASA's base rate is the same as Australian Psychological Society. EASA then offers a 20% discount to all EAP clients.

Professional organisations set recommended fee schedules for professional services, for instance the Australian Psychological Association's recommended rate can be found at: http://www.psychology.org.au/Assets/Files/2016-17-APS-IS-SRF-P2.pdf

The rate for Psychological services in 2017 is $241/session. EASA uses these recommendations to work out its base rates and then provides a considerable discount to organisations who contract with us to provide services to their employees through an EAP.

How do I know I am getting value for money?

A recent study of 100- EAP clients found that the Return on Investments was 5.74 times the cost. The tables below illustrate the value the EAP provides to both the employees and the organisation.

EAP research indicates that EAPs cab have a significant positive impact on personal and work functioning which can produce an ROI of between 5 to 10 times the employer's investment.

Where can my employees get face to face counselling?

EASA has three offices situated in Darwin, Alice Springs and Katherine. We also provide a visiting service to the following locations:

  • Gove – 2 days per month
  • Jabiru – 2 days per month
  • Tennant Creek – situated at the Tennant Creek Hospital on Saturdays.
  • Yulara – 2 days bi-annually

Are there other ways of your staff accessing services?

  • Telephone counselling
  • Skype

For remote locations we are happy to arrange visits if you cover travel expenses.

What are the requirements to get a full EAP Report?

EAP reports typically provide statistical usage data and recommendations to the workplace. These reports are only generally provided to organisations who have more than 50 employees due to the risk of identifying an individual employee. There is a charge for these reports. Organisations can also ask for historic data or a report tailored to you, there is a separate charge for reporting and we are happy to quote for reporting you require.

What if I want to know who is going?

Part of the reason off site counselling support is so successful is the sense that it is separate and confidential. EAP agencies need to maintain their integrity and independence or word of mouth of imagined or real breaches would undermine confidence in the services.
There is substantial evidence that employees expect there to be a distance between the organisation and the EAP. If employees perceived that the relationships is not at "Arm's length" but the EAP appears to be providing feedback to HR for example there have been instances where employees hear through the "grapevine" that the EAP provider cannot be trusted and there is an issue with confidentiality.
Once this perception is out there the EAP becomes ineffective and employees will tend to shy away from the EAP service..
Organisations take out employee assistance programs through a contact with EASA, a key part of the wording of the contract relates to the maintenance of confidentiality thus:

1st page:

Please read the 'Disclosure' section carefully – clause 8 to ensure that you fully understand the confidential nature of this agreement.

6th page:

(b) The Consultant shall keep confidential all records of Users maintained in conjunction with the Program. The Consultant shall not release any records of Users except upon receipt of a written request made by the User to whom the record relates or unless the Consultant is under an obligation imposed by law.
(c) By entering into this Agreement the Client understands and acknowledges that the Service provided to Users is a CONFIDENTIAL counselling service and NO INFORMATION will be provided to the Client (or any other person) that could in any way identify a User unless that User consents in writing or unless the Consultant is required to disclose such information by law

This clause of the EAP contract echoes the responsibilities placed on professionals in the counselling arena to observe ethics around confidentiality. The Australian Psychological Society holds it practitioners to account within their registration for protecting such confidentiality.

There are challengesorganisational members have mentioned in the past, they have raised the dilemma "we send them in for counselling, we hear nothing back, we don't even know if they went", "they said they got help but their performance didn't improve". Naturally this is frustrating so 6 years ago EASA commenced providing a service which is well used, that of Formal Referral. This service allows workplaces who have issues of performance of their staff to refer the staff member into EASA using a particular format, a release of information, history of the issue and the explicit goal of referral. This formal referral service has been used to good effect to provide focussed psychological services to address specific performance issues. The service is carried out whilst liaising with the work area and reporting back on progress, including ways in which the workplace and employee can work together for a good outcome. Typical referrals obtain positive feedback from work areas, the staff member can still use the organisational EAP separately for support but the focus of the formal referral is just the goals of the workplace.

Should workplaces need a letter confirming attendance they could ask their employee to obtain one of these for their visit, our Administration at EASA are happy to provide clients with a letter confirming their attendance at no cost. If this was to be for all usage you would need to incorporate that in the contracting and education to staff about conditions of access.


Training & Personal Development

Our highly skilled and qualified Trainers have many years of experience in presenting interactive workshops. They apply adult learning principles through hands-on experience, action learning and small group work. This enables individuals to apply functional skills and behaviours in the workplace instantly. Our workshops are regularly updated and incorporate the latest knowledge and skills.

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