It is essential to the success of the Employee Assistance Program (EAP) that employees seeking help trust that their confidentiality will be protected. State and federal regulations , as well as professional ethics govern EAP guidelines regarding confidentiality.

When you experience a personal problem and opt to seek EAP services, no information about your involvement with Open Arms EAP is disclosed without your consent. The only exceptions to this rule would be instances where you intended to harm yourself or another person or are involved in suspected child abuse or neglect, which the law requires us to report.

If your employer/supervisor identifies a job performance issue and refers you to the EAP, we can notify the referring party that the first appointment was kept. No further information about your visit or discussions with our counselors can be shared without your written informed consent. Informed consent means that you have read and signed a release of information form that specifies what information may be shared with another party. If your company refers you or requires you as a condition of continued employment to see an EAP counselor, we will encourage you to sign a release of information. Often it is in your best interest that your employer know that you are following through with their request. It is rare – even in this circumstance – that any personal information is shared.

The rules of confidentiality are for the protection of all parties involved and Open Arms EAP is fully committed to the protection of your privacy.