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Devine & Gibson Confidentiality explained
Devine & Gibson's EAP services are offered on the understanding that all contact with an individual is totally
confidential. Only in limited situations where agreed in consultation with the prior agreement of the employee, will
confidentiality be broken. Only in cases of significant risk or damage to the health and safety of the individual,
other person or company assets will Devine & Gibson break confidentiality. Where the company encounters particular
safety sensitive issues, these can be reflected in the definition of unacceptable risk. The resulting agreement is
communicated in subsequent briefings to Devine & Gibsons team of counsellors.
The company [HR or Management] will receive feedback every six months. This feedback will detail issues being raised.
This data is carefully formulated to ensure that individual employees cannot in any way be identified from the report.
Employees can call the assistance line without the need to give their names, though the name of the company be required.
In practice many people later become comfortable enough with the service to say who they are, which makes collecting
additional data easier (about repeat usage, for example).
Should it be a concern, we will be able to assist you in reassuring employees, that they can express their work concerns
in confidence and receive support with those issues, without their employment being in jeopardy. Staff are trained to
refer people back into the organisation's own internal resources whenever possible.
Counsellors do not as a rule visit company premises unless specifically requested. It is prefered to ensure that
employees and their families can be seen at a convenient, off-site and neutral location, to further protect
confidentiality.
On the rare occasions when a counsellor does break confidentiality, there are well-established
confidentiality and disclosure protocols for dealing with at risk clients.
Click here to view the Devine & Gibson Impartiality explained
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