Eap Coordinator Jobs (NOW HIRING)

Duties Description The primary duty of the EAP Coordinator is to assist fellow employees by providing information, assessment, and referral to community resources to address a broad range of issues and concerns. Employees voluntarily consult with the EAP coordinator by phone or in person. The EAP Coordinator must maintain strict confidentiality regarding contact with fellow employees.

The EAP Coordinator does not attempt to resolve any issues on their own. With the full support of the NYS Regional Representative and the Capital Area DOL EAP Committee, the EAP Coordinator are expected to: Provide confidential problem assessment and referral services consistent with the NYS EAP Assessment Guidelines to New York State Department of Labor employees, their family members and retirees who are experiencing personal/family problems that may negatively affect their job performance. Identify local community, public and private agencies/resources on an ongoing basis.

The Project Coordinator will create a resource file and become familiar with available services and any fees or restrictions associated with those services. Have a general knowledge of insurance benefits as well as the ability to access information for agency employees. Assist in the preparation of EAP announcements, flyers, newsletters, and other promotional materials.

Attend agency EAP Committee meetings; provide input and suggestions as needed. Complete a monthly statistical report and submit it to the committee chairperson and Statewide EAP by the 10th of each month. Serve as liaison with DOL management regarding analysis and assessment regarding provision of EAP services to DOL Employees.

Attend scheduled, official NYS EAP-sponsored, recommended, and/or required professional development trainings, conferences, and workshops. Assist in the implementation of agency-level training programs of supervisors, union representatives and employees. Conduct EAP orientations and supervisory training.

Assist the agency in formulating a response to critical incidents that occur in or out of the workplace, and participation in the assessment of the emotional impact of traumatic incidents on employees and their families. Coordinate, at the request of an employee, a return-to-work meeting when an employee has been out of work for an extended period. Maintain regular contact and coordination with the NYS EAP Regional Representative and committee chairperson on an ongoing basis.

Always demonstrate professional, confidential, and ethical behavior in the role of EAP Coordinator. Remain neutral and avoid any conflicts of interest. Develop and run wellness programs for the Department of Labor on a regular basis.

Follow policies and procedures of the NYS Employee Assistance Program Assist with committee functions as required or needed. Complete agency required trainings, including those mandated by the New York State Office of Employee Relations (OER), the Department, or the United States Department of Labor (USDOL). Minimum Qualifications Six years of employment counseling experience*.

*Associate degree may substitute for two years of specialized experience; bachelor's degree may substitute for four years of specialized experience; master's degree may substitute five years of specialized experience; J.D. may substitute for six years of specialized experience. Preferred Qualifications: Ability to initiate and maintain relationships across a diverse set of stakeholders

A degree in career development, counseling, education, psychology, or social work. As this position requires travel, the appointee must have a valid license to operate a motor vehicle in New York State and have a motor vehicle or otherwise demonstrate their capacity to meet the transportation needs of the position. To best serve their customers, the EAP Coordinator is expected to conduct their EAP duties in-person; telecommuting during EAP schedule will not be approved.

Additional Comments Position specific job duties may include occasional altered work schedule or job assignments which require availability and willingness to work occasional evenings and/or out-stationed assignments. Candidates with no previous state service will begin at the starting rate of the salary range listed above. If you are a current NYS employee and have questions regarding salary, please contact the Business Services Center (BSC): 518-457-4272, BSCHR@ogs.ny.gov

Employment at the Department of Labor is contingent upon the maintenance of a valid work authorization and necessary documentation to work legally in the United States. Please note: Due to operational requirements and funding considerations of various divisions/positions, there could be occasions in the future where unit assignments may change. Should this occur, it will not impact your title, salary or location.

We offer a comprehensive benefits package, including: 13 paid holidays, 5 personal days, and a minimum of 13 vacation days per year Paid sick leave (CSEA and PEF employees- 13 days; M/C employees- 8 days plus free enrollment into the Income Protection Program for short-term and long-term disability coverage). Choice of several affordable and competitive health insurance plans Dental and vision insurance plans at no additional cost Membership in the NYS Employee's Retirement System NYS Deferred Compensation Investment Plan Eligibility to apply for Public Service Loan Forgiveness (PSLF) (full-time employees) Eligibility to apply for tuition reimbursement for qualifying employees and courses Paid Parental Leave Our mission is to provide outstanding services to our customers - the workers and business that call New York home. We help New Yorkers find careers they will love.

We build and support New York's businesses. We empower and protect New York's workers. To learn more about our mission and the exciting work of the DOL, please visit: https://dol.ny.gov/about-us DOL is committed to fostering employee engagement and work-life balance

We offer telecommuting and alternative work schedules to eligible employees. Eligible employees may be approved to telecommute, if operationally feasible, up to 2 days per regular work-week, and not to exceed 4 days per two-week pay period. Telecommuting can be discussed at the time of interview.

Our exciting training and development opportunities, including Coursera and our formal Employee Recognition Program allow us to develop, recognize, and celebrate our workforce. Please note that specific benefits and programs may vary based on negotiating unit, current contract, length of State service, and program area. Some positions may require additional credentials or a background check to verify your identity.