Employee Assistance Programme ROI

EAPs: where they began and what they are. A link here to google books http://bit.ly/1NDltqe

Attridge, M. (2013). Workplace Behavioral Health and EAP Services: Best Practices and Future Trends. American Psychological Association’s Work & Well-Being Conference, San Francisco, CA. Retrieved from http://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=3&ved=0CCsQFjAC&url=http%3A%2F%2Farchive.hshsl.umaryland.edu%2Fbitstream%2F10713%2F3690%2F1%2FAttridge%25202013%2520APA%2520
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A conference presentation summary addressing the documented need for, and benefits of, workplace sponsored mental health and addiction support services. A body of research which includes over 1,000 research-based works, is summarized into key findings that represent best practices for the delivery and management of effective workplace behavioral health services. Key findings of a recent industry profile of 82 Employee Assistance Program (EAP) vendors are also discussed.

Attridge, M., et al. (2013). The National Behavioral Consortium Industry Profile of External EAP Vendors. Journal of Workplace Behavioral Health 28(4): 251-324. Retrieved from http://www.tandfonline.com/doi/abs/10.1080/15555240.2013.845050#preview
The findings of this study address this deficiency in the Employee Assistance Program (EAP) field by reporting empirically derived comparative data for external providers of EAP services. During 2012 the National Behavioral Consortium obtained a convenience sample of 82 external EAP vendors. The combined customer base represented by these vendors included more than 35,000 client companies and over 164 million total covered lives. The 44 survey items addressed eight categories: (1) company profile, (2) staffing, (3) customer profile, (4) utilization metrics, (5) survey tools and outcomes, (6) business management, (7) business development, and (8) forecasting the future of EAP. Results reveal a wide range between vendors on most of these factors.

Talking business. Therapy Today 24(8): 1-4. Retrieved from http://pdc-connection.ebscohost.com/c/articles/91536463/talking-business
“The article discusses the role of workplace counsellors in an Employee Assistance Programme (EAP). EAPs are aimed at improving employee wellbeing, reducing sickness absence and addressing psychological illness. The definition of workplace counselling and the responsibilities of workplace counsellors are tackled.

Barnes, A. & Brown, E. (2013). Occupation as an Independent Risk Factor for Binge Drinking. American Journal of Drug & Alcohol Abuse 39(2): 108-114. Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/22746372
“Understanding associations between binge drinking and occupation is important from economic and public health perspectives. While unadjusted differences in binge drinking by occupation have been reported previously, this study tests these differences after adjusting for important common determinants. Conclusions: This study demonstrates binge drinking varies significantly across occupations. Adjusting for worker characteristics accounted for much of the unadjusted relationship between employment in physically demanding occupations (e.g., installation, construction) and binge drinking. Distinguishing between occupation-and employee-level determinants of alcohol misuse may improve employee assistance programs and preventive services” (cited from abstract).

Blau, G., T. Petrucci & J. McClendon (2013). Exploring the Impact of Demographic, Personality, and Job Reattainment Variables on Unemployment-Delayed Retirement Intent. Journal of Workplace Behavioral Health 28(1): 13-29. Retrieved from http://www.tandfonline.com/doi/abs/10.1080/15555240.2013.755446#preview
“A diverse sample of unemployed respondents completed an online survey investigating the impact of demographic, personality, and job re-attainment variables on their unemployment-delayed retirement intent (UDRI). The authors found that being unemployed for a longer time period, older, having more dependents to support, in greater denial of recent job loss, as well perceiving poor job re-attainment prospects were each related to higher UDRI. Poor job re-attainment was measured using two separate items: perceptions of obtaining another job that would not be as good and taking time, and perceptions that there was no end in sight to unemployment. The results have implications for Employee Assistance Plans” (cited from abstract).

Beauchesne, K. & O’Hair, J. (2013) Investing in Vets: Strategies to Help Returning Gulf War Vets Enter the Civilian Work Force Successfully. Social Work in Mental Health. 11 (5) 434-459. Retrieved from http://www.tandfonline.com/doi/abs/10.1080/15332985.2013.804021?journalCode=wsmh20#preview
“This article discusses the need for an integrated and active change management approach by social workers working in American businesses to develop corporate policies that address the work and personal concerns of the Gulf War Era II veterans who will be returning home over the next 3 years. Many of these veterans were involved in intense combat and/or served multiple tours of duty in Iraq and Afghanistan. The challenges that veterans who served in Iraq and Afghanistan face in their efforts to find jobs and productive work, to establish relationships at work, to remain steadily employed and fulfilled, and to further their education, are discussed” (cited from abstract).

Business Insurance (2013). Services. Business Insurance 47(11): 0008-0008. Retrieved from http://connection.ebscohost.com/c/articles/88073559/services
“A list of the most popular employee assistance program (EAP) services as of June 3, 2013 is presented, including behavioral health assessment, counseling and referral, assistance with work and life issues and crisis intervention. The most popular EAP services include Most popular EAP services include behavioral health assessment, counseling and referral, assistance with work/life issues, such as child care and elder care, crisis intervention and critical incident stress debriefing, legal and financial assistance, supervisor training on addressing employee performance issues” (cited from abstract).

Caffo, S. (2013). EAPs and the bottom line, Smart Business Network, Inc. 20: 18-18. Retrieved from http://www.sbnonline.com/article/upmc-health-plan-how-employee-assistance-programs-keep-a-finger-on-the-productivity-pulse/
An interview with Sandra Caffo, senior director at the insurance firm LifeSolutions, is presented. When asked about the potential payoff of using an employee assistance program (EAP), she states that a study found that for every dollar spent in a typical EAP, there was a return of $5.17 to $6.47 in increased work productivity. The study also showed that 80 percent of costs from lost productivity were associated with presenteeism, which is when an employee is at work, but is not productive, largely because of personal problems.

Corporate Advisor (2013). Half of workers covered by EAP. Corporate Adviser (Online Edition): 2-2. Retrieved from http://www.corporate-adviser.com/news-and-analysis/latest-news/half-of-workers-covered-by-eap/1074609.article
“The article discusses the results of the EAP Market Watch 2113 report in Great Britain. It states that 13.2 million employees are covered by the Employee Assistance Program (EAP) and 23 of the top 25 companies listed in the 2013 Sunday Times Best Companies offer their employees EAP to support mental health and wellbeing. It also mentions that the average utilization of the program is around 10 percent” (cited from abstract).

Crowe, T., Kelly, P., Pepper, J., McLennan, R., Deane, F. & Buckingham, M. (2013). Service Based Internship Training to Prepare Workers to Support the Recovery of People with Co-Occurring Substance Abuse and Mental Health Disorders. International Journal of Mental Health & Addiction 11(2): 269-280. Retrieved from http://link.springer.com/article/10.1007%2Fs11469-012-9419-9
“A repeated measures design was used to evaluate a 12 month on-site counselor internship program aimed at training staff to support the recovery needs of people with co-occurring substance use and mental health disorders. Fifty-four interns completed measures of recovery knowledge, attitudes, confidence/competence, as well as identifying significant learning events. Statistically significant improvements were found in terms of attitudes and confidence/competence. The mentoring, training/feedback and observational elements of the internship program were highly valued by interns. Competency based learning events were most frequently identified as significant. Strategies to increase self-directed and interpersonally focused learning, and specific personal recovery knowledge in training are discussed” (cited from abstract).

Douglas, G. (2013). Employers Face Obstacles in Dealing With Employee Mental Health. HR Focus 90(11): 3-5. Retrieved from http://www.bna.com/employers-face-obstacles-n17179877415/
“The article discusses the obstacles facing employers in the U.S. in dealing with employee mental health. It reveals that employee assistance programs (EAP) continue to be under-used by workers because of the stigma of mental illness. The need for employers to create a culture where communication can flow freely is emphasized. The implementation of wellness program health assessments is advised” (cited from abstract).

Employee Assistance Research, F. (2013). New Profile of External Employee Assistance Programs, Supported by EARF Grant, to Be Published by the Journal of Workplace Behavioral Health. Retrieved from http://www.easna.org/publications-research-notes/
“A unique and major study that profiles external EAP vendors will be published in the peer-reviewed Journal of Workplace Behavioral Health (JWBH), Volume 28, Number 4, November/December 2013. The study was underwritten by one of the first grants from the Employee Assistance Research Foundation (EARF) in 2011” (cited from abstract).

Ferguson, K. (2013) Using the Social Enterprise Intervention (SEI) and Individual Placement and Support (IPS) Models to Improve Employment and Clinical Outcomes of Homeless Youth With Mental Illness. Social Work in Mental Health. 11 (5) 473-495. Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/24294127
“Prior research reveals high unemployment rates among homeless youth. The literature offers many examples of using evidence-informed and evidence-based supported employment models with vulnerable populations to assist them in obtaining and maintaining employment and concurrently addressing mental health challenges. However, there are few examples to date of these models with homeless youth with mental illness. The purpose of this article was thus to describe a methodology for establishing a university-agency research partnership to design, implement, evaluate, and replicate evidence-informed and evidence-based interventions with homeless youth with mental illness to enhance their employment, mental health, and functional outcomes.

Gallo, A. (2013). What to do when an employee cries at work. Finweek: 38-39. Retrieved from https://www.fsb.co.za/Departments/informationCenter/journals/Documents/2013/Finweek.pdf
“The article focuses on how to manage employees when they become emotional and cry at work. Author Anne Kreamer states that managers should respond to their emotionally stressed employees rather than ignore them. Associate Professor Jeffrey Sanchez-Burks suggests that employers should figure out what their employees’ issues are all about. It adds that employees may be referred to the human resource (HR) or employee assistance programme (cited from abstract).

Geisel, J. (2013). Do EAPs satisfy minimum cover requirements? Business Insurance 47(15): 0003-0003. Retrieved from http://connection.ebscohost.com/c/articles/89625523/do-eaps-satisfy-minimum-cover-requirements
“The article cites the claim by experts that employers could use a very low-cost employee assistance plans (EAP) to certain staff as a means of avoiding a huge penalty under the Patient Protection and Affordable Care Act in the U.S. Employers are liable for a 2,000 dollars penalty for every full-time employee, if they do not offer what the Act calls minimum essential coverage to 95% of their full-time employees beginning in 2015. A statement from Buck Consultants’ Rich Stover is presented” (cited from abstract).

Hancock, F. & Page, F. (2013). Family to work conflict and the usefulness of workplace support. Occupational Medicine 63(5): 373-376. Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/23719323
“While much is known about the effect of work stress on an employee’s home life, less is known about the opposite effect, that of domestic worries upon work performance. Aims To investigate employee perceptions about the effect of family to work conflict (FWC) on work. Methods An online anonymous survey tool was developed and sent to all employees reporting to a single onsite human resources (HR) department at a UK research and development plant. FWC included family and other domestic stressors. Work effects studied included those on business travel, work performance and the awareness and usefulness of work-provided support. Results The sample size was 286 and response rate was 58%. Approximately two-thirds of respondents reported requiring time away from work for domestic reasons in the previous 5 years. The role of domestic stressors not related to care giving was significant. Support from line-managers and colleagues was important, and the perceived usefulness of in-house occupational health (OH) by business travellers was significant. Only 53% of the workforce said they knew of the Employee Assistance Programme (EAP), although 70% of users found it beneficial and usage was higher in females. Conclusions All forms of FWC affected work performance, including when on business travel. FWC arose from caring responsibilities but also from financial and relationship problems, which are potentially amenable to help from EAPs. Line-managers and colleagues were the primary sources of workplace support. The in-house OH service and the EAP were underutilized and they may require popularizing with employees” (cited from abstract).

Hughes, D. Introduction to the Special Issue: Occupational Social Work: Current Perspectives. Social Work in Mental Health. 11 (5) 377-380. Retrieved from http://www.tandfonline.com/doi/abs/10.1080/15332985.2013.803513#.U7RRo8bgYU5
“The September 2013 issue of  Social Work in Mental Health was developed to explore some contemporary perspectives in the world of Occupational Social Work (OSW). The issue includes five articles addressing a variety of theoretical and practice-based concerns. The authors include social work educators, researchers, and EA practitioners. The articles reflect the breadth of OSW and some of its most interesting applications. This collection of articles is far from exhaustive, as social workers continue to push boundaries and develop new perspectives, applications, and settings for OSW practice. From substance abuse to executive coaching, from critical incident management to organizational consultation, from health and productivity to practice-based research, the field continues to grow and unfold” (cited from article).

Jacobson, J., et al. (2013). Predicting Practice Outcomes Among Social Work Employee Assistance Counselors. Social Work in Mental Health 11(5): 460-472. Retrieved from http://www.tandfonline.com/doi/full/10.1080/15332985.2012.749827#.U7Lkv6jGPoc
“Social workers provide a majority of employee assistance (EA) services; however, a paucity of research exists assessing actual clinical practices of these EA social workers. This study examined how predictors including percentage of EA clients on one’s caseload, discipline (social work/other), use of cognitive behavioral therapy with EA clients, and knowledge of the EA Core Technology affected desired EA clinical practices. Outcomes included screening or assessment of job performance problems and substance abuse issues, and following up with clients referred out of the EA. Results suggested that knowledge of the EA Core Technology predicted follow-up practices. Implications for social workers and future EA research are discussed” (cited from the abstract).

Jiaxiang, X. & Lixia, W. (2013). Construct the Model of Employee Assistance Program with Chinese Characteristics. Journal of Capital Normal University (Natural Science Edition) 5: 012. Retrieved from http://en.cnki.com.cn/Article_en/CJFDTOTAL-SDSX201305012.htm
Employee Assistance Programs(EAP) is organization funded resources offered to employees/workers and directed at personal, family and work-related problems that might interfere with worker performance and/or health. Based on the research, review, this paper intends to categorize the current EAP research development in aspects of the concept, domestic and foreign development and in the meanwhile preliminarily construct employee assistance program mode with Chinese characteristic (cited from abstract).

Kalman, F. (2013). Data Bank. Workforce Management 92(6): 18-19. Retrieved from http://www.workforce.com/articles/data-bank-focus-fielding-all-calls
The article reports that according to data collected by American Association of Suicidology from 2010, more men committed suicide than women. However, when it comes to calls fielded by employee assistance providers (EAP), women lead by call volume. Women accounted for about 60 percent of the calls fielded by ComPsych Corp., an EAP, in 2012. In a survey of about 300 on-site and off-site workers, majority reported a positive change in their work lives after speaking with an EAP counselor.

Kalman, F. (2013). The Hot List 2013: The Ever-Expanding Role of the EAP. Workforce. June 5, 2013. Retrieved from http://www.workforce.com/article/20130605/HOT_LISTS/130609987/the-hot-list-2013-the-ever-expanding-role-of-the-eap?goback=%2Egde_94553_member_253248825
“EAP providers have emerged as an all-encompassing services supplier for employers. Paired and offered with other employee benefits like heath care, providers now tackle everything from more traditional employee issues such as substance abuse and psychological ailments to financial duress, wellness, education and overall employee stress. About 74 percent of employers surveyed in a 2012 study by the Families and Work Institute, a nonprofit research firm, reported using an EAP. That’s a major jump from the 2005 survey, when just 46 percent of employers reported that they provide the benefit. The value proposition for an EAP extends far beyond headline-grabbing events.

Kaspin, C., Gorman, M., & Miller, M. (2013). Systematic Review of Employer-Sponsored Wellness Strategies and their Economic and Health-Related Outcomes. Population health management, 16(1), 14-21. Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/23113636
“This review determines the characteristics and health-related and economic outcomes of employer-sponsored wellness programs and identifies possible reasons for their success. PubMed, ABI/Inform, and Business Source Premier databases, and Corporate Wellness Magazine were searched. English-language articles published from 2005 to 2011 that reported characteristics of employer-sponsored wellness programs and their impact on health-related and economic outcomes among US employees were accepted. Data were abstracted, synthesized, and interpreted. Twenty references were accepted. Wellness interventions were classified into health assessments, lifestyle management, and behavioral health. Improved economic outcomes were reported (health care costs, return on investment, absenteeism, productivity, workers’ compensation, utilization) as well as decreased health risks. Programs associated with favorable outcomes had several characteristics in common. First, the corporate culture encouraged wellness to improve employees’ lives, not only to reduce costs. Second, employees and leadership were strongly motivated to support the wellness programs and to improve their health in general. Third, employees were motivated by a participation-friendly corporate policy and physical environment. Fourth, successful programs adapted to the changing needs of the employees. Fifth, community health organizations provided support, education, and treatment. Sixth, successful wellness programs utilized technology to facilitate health risk assessments and wellness education. Improved health-related and economic outcomes were associated with employer-sponsored wellness programs. Companies with successful programs tended to include wellness as part of their corporate culture and supported employee participation in several key ways” (cited from abstract).

Kinder, A. (2013). Study confirms effectiveness of EAP counseling. Strategic HR Review, 12(3). Retrieved from http://www.emeraldinsight.com/journals.htm?issn=1475-4398&volume=12&issue=3&articleid=17087272&show=html&PHPSESSID=vfioeti931nebl8rbtmnha6pe7
“Research commissioned by the UK Employee Assistance Professionals Association (UK EAPA) confirms the effectiveness of counseling through EAPs to support and promote employee health and wellbeing and to reduce growing levels of psychological distress in the workplace. The 2012 study, “Benchmarking key service quality indicators in UK Employee Assistance Program Counseling: a CORE System data profile,” reviews the outcome of over 28,000 counseling interventions undertaken as part of employee assistance program referrals (UK EAPA, 2012). It compares the effectiveness of the clinical interventions against published benchmarks for NHS primary care services (NHS is the UK’s National Health Service), as well as UK higher education student counseling services” (cited from abstract).

Koster, K. (2013). Therapy goes digital. Employee Benefit News 27(13): 31-32. Retrieved from http://ebn.benefitnews.com/news/online-tools-widen-access-to-eap-services-2736648-1.html
The article focuses on the benefits of making the employee assistance programs (EAP) online. It mentions that online EAP providers offer more convenient way of delivering their services and allows them to help their participants to get what they need. It adds that online EAPs also help managers to access expert advice and benefit the latter through the right formulation of employee policies.

Kurzman, P. (2013). Employee Assistance Programs for the New Millennium: Emergence of the Comprehensive Model. Social Work in Mental Health. 11 (5) 381-403. Retrieved from http://www.tandfonline.com/doi/abs/10.1080/15332985.2013.780836#preview
“This article reviews the historical evolution of employee assistance programs in the U.S. over the past 40 years, and concludes that the future of employee assistance lies with its adoption of a Comprehensive Service Program model. To be successful, EAP providers also will need to move away from their “commodity focus” and “return on investment (ROI) paradigm”. Instead, they must begin to identify the critical functions EAP’s perform for work organizations which make them indespensible strategic partners in employers’ universal pursuit of productivity and innovation. To achieve this goal EAPS and EASNA must focus on developing a uniform university-based EAP curriculum; moving assertively toward universal state licensure; and actively promoting an evidence-informed program based research agenda” (cited from abstract).

Laws, R., St George, A., King, L., & Rissel, C. (2013). Employer Perspectives of Workplace Health Promotion. Retrieved from http://ses.library.usyd.edu.au/handle/2123/8972
“This report presents the findings of a qualitative study exploring the views of a small group of employers (n=25) about WHP, in particular the value and priority placed on promoting employee health, who should be responsible, as well as key barriers and facilitators. Interviews also aimed to gain an understanding of how workplace health programs and activities are currently being implemented by workplaces. The findings provide important preliminary insights into the key issues to be addressed when implementing health promotion programs in the workplace” (cited from abstract).

Lerner, D., Rodday, A., Cohen, J. & Rogers, W. (2013). A Systematic Review of the Evidence Concerning the Economic Impact of Employee-Focused Health Promotion and Wellness Programs. Journal of Occupational & Environmental Medicine 55(2): 209-222. Retrieved from http://journals.lww.com/joem/pages/articleviewer.aspx?year=2013&issue=02000&article=00015&type=abstract
“The article discusses a study which examines the evidence regarding the economic impact of worker-focused health promotion and wellness programs. It identifies peer-reviewed research articles from a database search. It suggests that evidence concerning economic impact is limited as well as inconsistent” (cited from the abstract).

McKay, G., Knott, V. & Delfabbro, P. (2013). Return to Work and Cancer: The Australian Experience. Journal of Occupational Rehabilitation 23(1): 93-105. Retrieved from http://link.springer.com/article/10.1007%2Fs10926-012-9386-9
“Purpose Research suggests that for many cancer survivors, returning to work has a range of benefits. However, considerable barriers have been identified as influencing the quality of return to work outcomes. This study explored the perspectives of Australian cancer survivors, managers and employee assistance program (EAP) professionals to gain an understanding of the return to work process and factors that affect the experience. Conclusion This study supports previous research findings of the impact of cancer on work, and reveals managers’ lack of knowledge on how to respond appropriately. The process of returning to work is complex, influenced by employees’ and managers’ attitudes, communication skills and coping abilities. Areas for workplace interventions to optimize support for the cancer survivor are described” (cited from abstract).

Mellor-Clark, J., Twigg, E., Farrell, E. & Kinder, A. (2013). Benchmarking key service quality indicators in UK Employee Assistance Programme Counselling: A CORE System data profile. Counselling & Psychotherapy Research 13(1): 14-23. Retrieved from http://www.tandfonline.com/doi/abs/10.1080/14733145.2012.728235#preview
“Levels of psychological distress appear to be increasing in the workplace, in parallel with the growth of employee assistance program (EAP) provision offering a range of talking treatments. However, such growth takes place in the absence of a substantive body of supporting research evidence despite a quarter of a decade of research. Aims: To analyse a national sample of EAP data and profile relative service quality on a set of key service indicators. Results: High quality data profiled an EAP service clientele who were quantifiably distressed, accessed treatment quickly, with the majority completing treatment and demonstrating high rates of recovery and/or improvement relative to published benchmarks from the NHS and HE comparative sectors” (cited from abstract).

Mines, R., Kimlinger, D., Moore, Y., Hiester, P., Kent, M., & Hull, S. (2013). The Organizational Impact of Impaired Health Care Executives or Physicians: A Review and Recommendations. Journal of Workplace Behavioral Health, 28(1), 1-12. Retrieved from http://www.tandfonline.com/doi/abs/10.1080/15555240.2013.755445#preview
“The negative impact of an impaired health care executive or physician on an organization can be significant. This article reviews the literature on impaired health care executives and physicians. Case studies are provided, and recommendations are made for boards of directors, senior management, executive coaches, and employee assistance professionals to consider when faced with impaired leaders or professionals” (cited from abstract).

Minnick, W. (2013). Understanding the Antecedents of Role Stressors in the Safety Professional. Journal of Workplace Behavioral Health 28(2): 134-157. Retrieved from http://www.tandfonline.com/doi/abs/10.1080/15555240.2013.779520#preview
“The purpose of this study was to identify significant sources and predictor variables of role conflict and role ambiguity in the safety professional specific to the manufacturing sector. 442 completed surveys measured the following variables: role conflict, role ambiguity, perceived organizational ethics, perceived organizational support, formalization, reporting structure, autonomy, number of roles, experience, and gender. Conclusion is that organizations that incorporate strategies to minimize the sources of role conflict and role ambiguity will reduce the associated consequences to the organization and the individual. Implications for internal Employee Assistance Program providers are discussed” (cited from abstract).

Morneau Shepell (2013). The digital age: How people are accessing EFAP services. Retrieved from http://blog.shepellfgi.com/the-digital-age-how-people-are-accessing-efap-services/
Multiple digital channels offer new ways to access counselling and interact with EFAP services, and are attracting a younger demographic who may never have considered Employee and Family Assistance Program support through traditional means.

Neri, M., Wong, A. & Harrington, C. (2013). Barriers to Use of Workplace Personal Assistance Services to Support Employment in California. Journal of Disability Policy Studies 23(4): 207-214. Retrieved from http://dps.sagepub.com/content/early/2012/02/13/1044207311433205
“Providing personal assistance services (PAS) in the workplace (WPAS) is one approach to support the employment of individuals with disabilities. This descriptive study examined the implementation of Medicaid WPAS by collecting and analyzing telephone interview data from key informants selected from county and public authority officials in California in 2010. The results showed that less than a fraction of 1% of individuals with disabilities who used Medicaid personal care services used the services at work. A detailed description of the barriers to using WPAS is included” (cited from abstract).

North, C., Pfefferbaum, B., Hong, B., Gordon, M., Kim, Y., Lind, L. & Pollio, D. (2013). Workplace response of companies exposed to the 9/11 World Trade Center attack: a focus-group study. Disasters, 37(1), 101-118 Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/23066661
“The terrorist attacks of 11 September 2001 (9/11) left workplaces in pressing need of a mental health response capability. Unaddressed emotional sequelae may be devastating to the productivity and economic stability of a company’s workforce. In the second year after the attacks, 85 employees of five highly affected agencies participated in 12 focus groups to discuss workplace mental health issues. Managers felt ill prepared to manage the magnitude and the intensity of employees’ emotional responses. Rapid return to work, provision of workplace mental health services, and peer support were viewed as contributory to emotional recovery. Formal mental health services provided were perceived as insufficient. Drawing on their post-9/11 workplace experience, members of these groups identified practical measures that they found helpful in promoting healing outside of professional mental health services. These measures, consistent with many principles of psychological first aid, may be applied by workplace leaders who are not mental health professionals” (cited from abstract).

Oramah, E. (2013). Workplace Counseling in Nigeria: Problems and Prospects. IFE PsychologIA 21(1): 260-273. Retrieved from http://www.questia.com/library/1P3-2922991241/workplace-counselling-in-nigeria-problems-and-prospects
“The working environment could exact tremendous pressure on the workers with possible negative consequences on productivity. As such, workplace counseling has long been a positive tool for maintenance of sanity in the workplace. While workplace counseling has become a specialized medium for assisting workers in the developed world, its emergence in Nigeria remains relatively new and untapped. On the possibility of witnessing its emergence and practice in Nigeria, this paper highlights the possible problems and prospects that could be considered in the process” (cited from abstract).

Patel, D., Goetzel, R., Beckowski, M., Milner, K., Greyling, M., da Silva, R., … & Nossel, C. (2013). The Healthiest Company Index: A Campaign to Promote Worksite Wellness in South Africa. Journal of Occupational and Environmental Medicine, 55(2), 172-178. Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/23287724
“Objective: To describe a 2010 initiative to encourage companies in South Africa to adopt workplace health promotion programs. Results aggregated across these companies focus on elements constituting organizational and individual health, with specific measures that companies can review to determine whether they and their employees are “healthy”. The Healthiest Company Index provided useful baseline data to support employers’ efforts to develop and implement effective and impactful health promotion programs” (cited from abstract).

Paton, N. (2013). Stressed out at university. Occupational Health 65(4): 16-18. Retrieved from http://connection.ebscohost.com/c/articles/87007592/stressed-out-university
“This article discusses what universities in Great Britain are doing to help their stressed-out staff, and the role of the university occupational health (OH) practitioner. Higher education has reportedly become more of a high-stress environment and that academics are under a lot of performance and competitive pressure. In response, many universities offer some form of counseling service for staff or an employee assistance program. OH professionals reportedly want to help but felt left out” (cited from abstract).

Peek-Asa, C., et al. (2013). Workplace Violence Investigations and Activation of the Threat Management Teams in a Multinational Corporation. Journal of Occupational & Environmental Medicine 55(11): 1305-1311. Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/24164764
“Objectives: We examined threat management investigations conducted by a large multinational company. Methods: The company provided a database, removing any identifiers, of investigations by the corporate Threat Management Teams in 2009 and 2010. Rates were calculated using worker population data. Results: During the 2-year study period, the company investigated threat management cases at a rate of 13.9 per 10,000 employees per year. Cases that activated a Threat Management Team were more likely to lead to corrective action (odds ratio = 2.0; 95% confidence interval = 1.08 to 3.87) and referral to the Employee Assistance Program (odds ratio = 4.8; 95% confidence interval = 3.00 to 7.77), but were not related to likelihood of termination. Conclusion: When the multidisciplinary teams were involved, cases were more likely to result in some type of action but were not more likely to lead to termination” (cited from abstract).

Pickup, D. (2013). “EAP ‘bread and butter’ in short supply. Therapy Today 24(10): 22-22. Retrieved from http://connection.ebscohost.com/c/articles/93639871/eap-bread-butter-short-supply
“The author discusses providing counselling and psychotherapy under the Employee Assistance Program (EAP). She urges counsellors in private practice to consider the implications of price reductions on EAP services. She also discussed an EAP package consisting of legal advice and telephone support, the benefits of properly managed counselling to employees and liability of employers in exposing their employees to improperly accredited counseling” (cited from abstract).

Reeves, A. (2013). Therapy process and benchmarking outcome. Counseling & Psychotherapy Research 13(1): 1-2. Retrieved from http://www.tandfonline.com/doi/abs/10.1080/14733145.2013.778004#.UbI-m5W3Xao
“The article discusses various reports published within the issue, including one by Barkham et al. on clinical outcomes in psychotherapy, one by Mellor-Clark et al. on the outcomes of clients in employee assistance program counseling and one by Rautalinko on reflective listening in counseling” (cited from abstract).

Schmidt, W. (2013). Editorial. Journal of Spirituality in Mental Health 15(1): 1-2. Retrieved from http://www.tandfonline.com/toc/wspi20/15/1#.UbI_uJW3Xao
“An introduction is presented in which the editor discusses various articles within the issue representing distinct international community on topics including dialectic of solitude and connection, academic psycho-spiritual engagement, and employee assistance programs” (cited from abstract).

Schult, T., Galway, T., Awosika, E., Schmunk, S. & Hodgson, M. (2013). Management Support, Worksite Culture, and Local Resources for Healthier Employees: The Veterans Affairs Experience. Journal of Occupational & Environmental Medicine 55(3): 310-317. Retrieved from http://journals.lww.com/joem/pages/articleviewer.aspx?year=2013&issue=03000&article=00013&type=abstract
“This study sought to determine whether a “worksite culture of health” exists within the Veterans Health Administration and implications on integrating employee health promotion programs. Methods included three national surveys, an organizational health survey, a health behaviors survey, and a worksite environment survey. Cross-sectional associations between measures of organizational health and employee health behaviors and between measures of organizational health and worksite environment were assessed. Results suggest that a worksite culture of health exists in some but not all facilities within Veterans Health Administration; this has implications for integrating employee health promotion programs system-wide. A phased-in approach is likely warranted” (cited from abstract).

Smit-Vandezande, M., Vander Vennen, M., Van Wyk, K. & Csiernik, R. (2013). A tale of two churches: The development of a congregational assistance program. Journal of Spirituality in Mental Health 15(1): 34-46. Retrieved from http://www.tandfonline.com/eprint/Pc6Fa3TpC5Gf53uZF7F6/full#preview
“Drawing upon the principles of employee assistance programs, a congregational assistance program was piloted in two churches: one urban and one rural in Ontario, Canada. The developmental processes of a faith-inclusive, external counseling service with no direct-cost user fees is discussed highlighting the distinct issues addressed by each congregation. Despite uncertainties, the use of the program for a range of personal issues exceeded utilization expectations with the program’s ease of access, confidentiality and lack of fees cited as significant factors” (cited from abstract).

Sperry, L. (2013). Corporate therapy and consulting, Routledge. Retrieved from http://books.google.com/books?hl=en&lr=&id=7cfWAQAAQBAJ&oi=fnd&pg=PR1&dq=len+sperry+corporate+therapy+and+consulting&ots=Uj22dKXfQb&sig=9rAWys3rWhxWQLNQ5RNbjhYv01Y#v=onepage&q=len%20sperry%20corporate%20therapy%20and%20consulting&f=false
“While the organizational consultant primarily focuses on organizational troubles, the clinician- consultant focuses on troubled employees.“ Corporate therapy and consultation” is simply an extension of occupational clinical psychology in that it focuses on troubled employees and executives as well as on the troubled or troubling organization in which they work” (cited from the first chapter).

Traynor, M. (2013). Don’t overlook employee assistance programs. Benefits Selling 11(6): 32-32. Retrieved from http://www.benefitspro.com/2013/05/30/dont-overlook-employee-assistance-programs
“The article reports that employee assistance programs (EAP) have traditionally provided eligible employees and their dependents services related to personal and family issues. EAP services have evolved especially in the light of events such as the 9/11 terrorist attack and the Oklahoma City bombing. Part of EAP’s mission is to provide tools and services in such traumatic situations which include community websites for the local area and Red Cross services” (cited from abstract).

Swayze, J., & Burke, L. (2013). Employee Wellness Program Outcomes: A Case Study. Journal of Workplace Behavioral Health, 28(1), 46-61. Retrieved from http://www.tandfonline.com/doi/abs/10.1080/15555240.2013.755448?journalCode=wjwb20#preview
“The unhealthy behaviors of the U.S. workforce have been leading to steep increases in employer health costs. In an attempt to combat these rising costs, some employers have begun proactively sponsoring employee wellness programs. However, often their efficacy remains unstudied. In this article, program outcomes associated with wellness efforts at a large midwestern-based manufacturing company, focusing on workers’ physical health, are examined. The program under study recently reached its one-year mark after inception; therefore, data collected within this article will be among some of the first indicators actively consulted to determine the success of this employee wellness program”.

Van Dongen, J., Strijk, J., Proper, K., Van Wier, M., Van Mechelen, W., Van Tulder, M. & Van Der Beek, A. (2013). A Cost-effectiveness and Return-on-Investment Analysis of a Worksite Vitality Intervention Among Older Hospital Workers: Results of a Randomized Controlled Trial. Journal of Occupational & Environmental Medicine 55(3): 337-346. Retrieved from http://journals.lww.com/joem/pages/articleviewer.aspx?year=2013&issue=03000&article=00017&type=abstract
“Distance lifestyle counseling for weight control is a promising public health intervention in the work setting. Information about the cost-effectiveness of such interventions is lacking, but necessary to make informed implementation decisions. The purpose of this study was to perform an economic evaluation of a six-month program with lifestyle counseling aimed at weight reduction in an overweight working population with a two-year time horizon from a societal perspective. Conclusions: “Neither intervention mode was proven to be cost-effective compared to self-help”.

van Wier, M., Dekkers, J., Bosmans, J., Heymans, M., Hendriksen, I. Pronk, N. van Mechelen, W. & van Tulder, M. (2012). Economic evaluation of a weight control program with e-mail and telephone counseling among overweight employees: A randomized controlled trial. The International Journal of Behavioral Nutrition and Physical Activity 9. Retrieved from http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3499374/
“This study of 730 older hospital workers made use of a cost-effectiveness and return-on-investment analyses comparing a worksite vitality intervention with usual care. The lifestyle program with phone counseling was not proven to be cost effective. The program with e-mail counseling showed some promising results but its cost-effectiveness was uncertain. Future economic evaluations of weight control interventions should ensure that dropout is limited” (cited from abstract).

Vander Vennen, M., Smit-Vandezande, M., Van Wyk, K. & Csiernik, R. (2013). Bringing EAP to Faith Communities: Genesis of a Canadian Congregational Assistance Plan. Journal of Workplace Behavioral Health 28(2): 81-93. Retrieved from http://www.tandfonline.com/doi/abs/10.1080/15555240.2013.779500#preview
“Inspired by employee assistance programming, this article reviews the evolution of a parallel process for a different constituency, members of faith communities, a Congregational Assistance Plan. The relationship between spirituality and counseling in Canada is discussed leading to a review of the process through which two Christian-based counseling agencies developed a network to serve the personal and mental health needs of church parishioners. The goals of the Congregational Assistance Plan are presented along with its structuring, implementation, and utilization data for the churches that piloted the initiative” (cited from abstract).

Veterans, H. D. (2013) Common Employer Questions About Returning Service Members with TBI and/or PTSD. Retrieved from http://www.brainlinemilitary.org/content/2013/04/common-employer-questions-about-returning-service-members-with-tbi-andor-ptsd_page3.html
A wealth of support services exist to help veterans respond to the unique needs of their employees with disabilities or combat-related injuries. If available, a company’s Employee Assistance Program (EAP) is a good place to seek counsel and assistance for workers struggling with TBI, PTSD and other disabilities. And to learn the types of workplace accommodations they should implement, employers can call the Job Accommodation Network (JAN), a free consulting service that provides individualized worksite accommodations solutions and technical assistance regarding the Americans with Disabilities Act (ADA) and other disability related legislation. Other support services abound. The America’s Heroes at Work website features links to a wide variety of organizations and supports, and well as educational resources on accommodations and employment promising practices (cited from abstract).

Wojcik, J. (2013). Weigh outcomes against objectives to gauge employee assistance programs. Business Insurance 47(11): 0008-0008. Retrieved from http://connection.ebscohost.com/c/articles/88073557/weigh-outcomes-against-objectives-gauge-employee-assistance-programs
“The article presents tips for employers on how to gauge the success of their employee assistance programs (EAP). It says employers should focus on whether the EAP is achieving the objectives set when it was started. Employee assistance expert Jodi Jacobson Frey says that investing time and money on monitoring EAPs can offer a huge return on investment.

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