Confidential support for employees

Skidmore’s Employee Assistance Program offers confidential, short-term counseling and referral support for employees and their immediate family members. EAP can help when personal, family, financial, emotional, or workplace concerns begin to affect well-being, relationships, or work.

There is no charge to use EAP services. Skidmore pays a preset annual fee for ongoing employees, and voluntary use of EAP is confidential to the fullest extent allowable by law

How EAP can help

EAP counselors can provide support for a wide range of concerns, including:

• Stress management
• Alcohol or drug abuse
• Emotional distress
• Marital or family conflict
• Financial difficulties
• Workplace conflict
• Self-improvement

If you need specialized resources or longer-term assistance, EAP can help you identify options that fit your needs.

Contact EAP

Employees and immediate family members may contact EAP directly.

Call 518-793-9768
Call 1-800-734-6072 from outside the 518 area

Appointments are available Monday through Friday, 9 a.m.–5 p.m., and some evening appointments may be arranged. Crisis counselors are available 24 hours a day, seven days a week.

EAP’s main office is in Glens Falls, New York, with affiliate offices available for convenience. EAP will work with you to find a meeting location that fits your needs.

What to expect

EAP counselors are trained professionals who treat each person with care and respect. Each counselor has at least a master’s degree in a human services field and direct counseling experience.

Your contact with EAP is confidential to the fullest extent allowable by law.

For supervisors: Referring an employee to EAP

Supervisors may remind employees about EAP when personal concerns or performance issues appear to be affecting work. The type of referral depends on the situation, whether there is a documented performance concern, and whether corrective action is being considered.

Casually encouraged self-referral: A supervisor may remind an employee about EAP when the employee shares a personal concern. Supervisors should not try to diagnose the concern or discuss personal details.

Strongly encouraged self-referral: A supervisor may strongly recommend EAP when a performance concern exists, but no formal corrective action is being used or considered. The employee’s use of EAP remains voluntary and confidential.

Type 1 supervisor referral: A supervisor may contact EAP and refer an employee when performance changes are needed and disciplinary action may occur if concerns continue. The employee may be asked to sign a release allowing EAP to confirm attendance and follow-through with recommendations only.

Type 2 supervisor referral: When disciplinary action is warranted, a supervisor may offer EAP as an accommodation if a personal concern may be contributing to the performance issue. Any disciplinary action is based on the performance or conduct issue, not on failure to use EAP.

Supervisors should contact HR before making a formal supervisor referral to EAP.