Employee Assistance Programs Lecture Powerpoint

Question 1

Employee Assistance Programs (EAPs) definition

Answer 1

Optional workplace based programs originally designed to address alcohol abuse but has also expanded to other workplace and societal issues over time such as stressors, employer downsizing, managed care, etc. that affect employees’ well being or job performance

Question 2

Purpose of an employee assistance program

Answer 2

Employer paid benefit that allows eligible employees access to counseling, referrals, and other services, with the goal to advance workplace environment and maximize employee performance thru improved employee and family health

Question 3

Credentialing of Employee Assistance Professional

Answer 3

Helps to verify that an individual who an employee is calling for help has a requisite amount of knowledge to provide resources to the patient, confidentiality is also critical to success and info must not be shared with employer without employees informed written consent

Question 4

Cost benefit analysis of Employee Assistant Programs

Answer 4

• More expensive the smaller the company is
• benefits if used sees 70% decline in employees reporting job emotional health problems
• Many are underutilized

Question 5

Types of EAPs (5)

Answer 5

• Full service (most comprehensive, expensive to operate, all encompassing - crisis management to disability to elderly and childcare assistance)
• Integrated program (combo of in program services, triage and initial services, ultimately referral using the employees health insurance to undergo ongoing services, reducing administrative costs and more common with larger self insured companies)
• wrap around (developed by smaller employers, due to costs cannot offer all services but are contracted with EAP to provide access to outpatient behavioral health benefits to use things such as mental health services)
• compliance (not all encompassing but meet regulations such as with the DOT and their regulations)
• Peer assistance programs (set up by labor or professional groups to support membership, serve employees who do not get coverage thru employer or set up when concern about confidentiality, relies on trained peer counselors and referral agents)

Question 6

An employee may utilize an EAP services even when a problem does not currently exist (T/F)

Answer 6

true

Question 7

Why not use an EAP? (4)

Answer 7

• stigma over supervisors finding out
• lack of motivation to seek care
• ignorant about treatment options
• commitment issues