Employee Assistance Programmes Return on Investment

EAP articles

Andrew Kinder (2014). How can EAPs support staff suffering from financial stress? Employee Benefits: 9-9. Retrieved from http://www.employeebenefits.co.uk/benefits/healthcare-and-wellbeing/andrew-kinder-how-can-eaps-support-staff-suffering-from-financial-stress/104441.article
“The article reports on the employee assistance program (EAP) that offers support suffering from financial stress. Topics mentioned include the nature of EAP such as counseling services for employees suffering from stress due to debt and the availability of EAP to help in every issues affecting employees and their work” (cited from abstract).

Barrett, S. (2014). Buyer’s guide to employee assistance programmes. Employee Benefits: 6-6. Retrieved from http://www.employeebenefits.co.uk/benefits/healthcare-and-wellbeing/buyers-guide-to-employee-assistance-programmes/103732.article
“The article offers information on employee assistance programme (EAP) that can help reduce sickness absence and can be an invaluable part of an employer’s health and wellbeing strategy. It further presents various questions of the buyers guide to employee assistance programmes including what are EAP, origins of EAPs, and what are the legal implications” (cited from abstract)

Barton, T. (2014). How to manage workplace dementia. Employee Benefits: 9-9. Retrieved from http://www.employeebenefits.co.uk/sign-in?rtn=benefits/healthcare-and-wellbeing/how-to-manage-workplace-dementia/104432.article
The article discusses how British employers can help their employees with dementia. Libby Payne, clinical director at CIC Employee Assistance program, states that managers can contact employee assistance programme (EAP) on the behalf of employees suffering from dementia. It highlights that employers can provide healthcare benefits to patients and make workplace adjustments for them like use of electronic calendars.

Crawford, R. (2014). EAP counselling cuts inability to cope at work. Employee Benefits: 4-4. Retrieved from http://www.employeebenefits.co.uk/benefits/healthcare-and-wellbeing/eap-counselling-cuts-inability-to-cope-at-work/104880.article
“The article offers information on the advantages of employee assistance programmes (EAPs) which helps to in cutting employees’ inability to cope in work and improved relations between managers and colleagues, as reported by Capita Health and Wellbeing Research” (cited from abstract).

Dickens, S., et al. (2014). Reducing Stress to Minimize Injury: The Nation’s First Employee Assistance Program for Dairy Farmers. Journal of Agromedicine 19(2): 103-106. Retrieved from http://www.ncbi.nlm.nih.gov/pubmed/24911685
“This commentary describes the nation’s first Employee Assistance Program (EAP) for dairy farmers. It discusses (1) the significant financial strain and emotional stress experienced by Vermont’s dairy farmers reaching dangerous levels; (2) the effect of stress and anxiety on workplace safety; and (3) the highly effective role of an EAP in reducing stress. The commentary depicts the Farm First program model of prevention and early intervention services for dairy farmers that include short-term solution-focused counseling, resources, and referrals to help farmers address the stressors they confront daily. The Farm First program mitigates depression, anxiety, financial and legal problems, family issues, and other stressors on farms that are correlated with accidents, on-the-job injuries, disability, and harm to self or others. EAPs specifically have been shown to reduce on-the-job injuries by reducing employee stress. Ultimately the program has seen good usage commensurate with that at any place of employment. Further, in addition to seeking help for themselves, a number of farmers have used this management consultation service to obtain assistance with farm worker issues. Although the authors have not systematically studied this approach, it shows promise and the authors encourage its duplication and further study in other states” [cited from abstract].

Dunning, M. (2014).  EAP services woefully underused by employees. Business Insurance 48(1): 0008-0008. Retrieved from http://connection.ebscohost.com/c/articles/93635995/eap-services-woefully-underused-by-employees
“The article discusses a study which revealed that employee assistance programs-based mental health services are underutilized by employees in the U.S. The study found that nearly three percent of employees used their employer’s EAP counseling services in 2012, while EAP use for stress and mental health management remained low” (cited from abstract).

Griffiths, C. (2014). We need to talk about mental health. Lawyer (Online Edition): 15-15. Retrieved from http://www.thelawyer.com/news/leader/we-need-to-talk-about-mental-health/3021123.article
“The article focuses on ways law firms can manage issues related to workplace mental health. It informs that the firm Deloitte Consulting LLP to express its seriousness towards workplace mental health unveiled a sculpture of a black dog. Ways to manage mental health issues at workplace including use of personal testimony, employee assistance programmes, and recruiting emotionally intelligent people are also discussed” (cited from abstract).

HR Specialist: Compensation & Benefits (2014). What to do when a co-worker dies. HR Specialist: Compensation & Benefits 9(6): 2-2. Retrieved from http://www.businessmanagementdaily.com/39731/what-to-do-when-a-co-worker-dies#_
“The article offers information on the responsibilities of human resource (HR) during the death of an employee which includes encouraging employees to attend the funeral, notify employee assistance program and engaging employee’s colleagues in planning a memorial function” (cited from abstract).

Kalish, B. M. (2014). 21st century epidemic.  Employee Benefit Adviser 12(2): 28-28. Retrieved from http://eba.benefitnews.com/eba_issues/archives.html
“The article offers information on employee assistance programs (EAPs) and the sophistication of technology. It discusses telephonic counseling sessions, the use of mobile platforms, and the data collection and analysis. It also looks into the need to choose the right EAP, the role of the insurance broker in bringing the EAP to his client, and the possibility of new opportunities in technology” (cited from abstract).

Lovewell-Tuck, D. (2014). EAPs and pensions top core benefits offered to all staff. Employee Benefits: 4-4. Retrieved from http://connection.ebscohost.com/c/articles/96126376/eaps-pensions-top-core-benefits-offered-all-staff
The article offers information on “The Benefits Research 2014,” survey done in Great Britain by the periodical “Employee Benefits,” according to which the top main benefits offered to all employees include, employee assistance programmes (EAPs), other types of counselling, and pensions. It is reported that, the survey was done among 256 respondents in March 2014. According to the survey, there has been a continues growth in group personal pension (GPP) plan as a core benefit for the employees (cited from abstract).

McCann, B. (2014). Context and Decision-making in Employee Assistance Programs. Saarbrücken: Scholars’ Press. Retrieved from http://www.amazon.com/Context-Decision-making-Employee-Assistance-Programs/dp/3639705173
“This study examines the role of context on decision-making by employers, plan enrollees and employer representatives in Employee Assistance Programs. EAPs have grown from their beginnings in the enlightened industrial alcoholism treatment movement to become an integral part of today’s healthcare delivery system, providing access to behavioral health services for a majority of working age Americans and their families and an organizational resource to employers seeking to maximize workplace productivity. Results of the study indicate that structural characteristics (employer type, workforce size, and industry sector) are associated with the resource dependent decisions of employers regarding selection of EAP benefit features provided to employees and their families. It is hoped that these findings may encourage health benefits consultants and behavioral health care providers to more fully engage with purchasers of behavioral health services to provide a more customized and relevant EAP product which may better serve each organizations’ unique workforce needs” (cited from description).

Maiden, R. (2014). Employee assistance programs in South Africa. Routledge. Retrieved from http://books.google.com/books/about/Employee_Assistance_Programs_in_South_Af.html?id=7VNpAwAAQBAJ
“Employee Assistance Programs (EAPs) are a relatively new development in South Africa, having emerged in the 1980s, and this groundbreaking book provides a comprehensive overview of these EAPs in South Africa. It gives readers a first-hand view of the myriad issues encountered by South African practitioners. Employee Assistance Programs in South Africa provides EAP professionals, human resources managers, social workers, psychologists, and other mental health professionals with startling insight into the significant clinical, cultural, and ethical problems that their South African colleagues face in the workplace. It begins to fill the gap in the literature on professional practice in an apartheid society and can help develop opportunities for dialogue and an exchange of ideas between all EAP workers to help educate them and bring them together” (cited from description).

Nedin, J. A. N. (2014). Substance abuse. Smart Business Network, Inc. 20: 16-16. Retrieved from http://connection.ebscohost.com/c/interviews/95498902/substance-abuse
“An interview with Jan Nedin, senior account manager of LifeSolutions UPMC Insurance Services Division is presented. She states that employers must develop a substance abuse policy to address alcohol and drug abuse at companies. She notes that the employee assistance program (EAP) is a valuable tool in dealing with drug problems. She mentions the importance of design appropriate health plan coverage” (cited from abstract).

Occupational Health (2014). Research news roundup. Occupational Health 66(4): 10-10. Retrieved from http://connection.ebscohost.com/c/articles/95510305/research-news-round-up
“The section offers news briefs as of April 2014. Findings from the Health and Safety Executive’s crime survey for England and Wales reveal that one in four victims of violence at work were attacked three or more times in 2012-2013. The Safe Haven Model has been found out to be capable of helping cut the risk of employee suicide. A U.S. study reveals that allowing employees to have access to an employee assistance programme (EAP) can address depression and the dangers to workplace productivity” (cited from abstract).

Richmond, M., et al. (2014).  Associations Between Substance Use, Depression, and Work Outcomes: An Evaluation Study of Screening and Brief Intervention in a Large Employee Assistance Program. Journal of Workplace Behavioral Health 29(1): 1-18. Retrieved from http://www.tandfonline.com/doi/abs/10.1080/15555240.2014.866470#preview
“This study examined associations between behavioral health and workplace outcomes for 1,989 state employees served by a large Employee Assistance Program (EAP) over 19 months. Screening and brief intervention was used to identify and intervene for risky substance use and depression at intake. Employees completed psychometrically sound self-report measures of workplace functioning. About 80% of EAP clients screened positive for depression. There was a strong association between depression and impaired workplace productivity. About 90 days after intake, 438 employees (22.0%) participated in a follow-up interview. Analyses of intake to follow-up indicated significant improvements in depression and workplace productivity, translating to substantial cost savings. (cited from abstract).

Spodek, A. (2014). Situation Critical. Benefits Canada 38(4): 36-38. Retrieved from http://www.benefitscanada.com/benefits/health-wellness/situation-critical-51229
“The article focuses on the trend of substance-abuse professionals (SAPs) facilitating insurance companies through employee assistance program (EAP) in Canada. Noted is EAP SAP’s assessment of the suitable treatment options and substance use issue of the employee as well as safety-critical work recovery and eventual return. The collaborative approach involving addiction medicine physician and SAP is also discussed” (cited from abstract).

Taranowski, C. & Mahieu, K. (2013). Trends in Employee Assistance Program Implementation, Structure, and Utilization, 2009 to 2010. Journal of Workplace Behavioral Health 28(3): 172-191. Retrieved from http://www.academia.edu/4239361/Trends_in_Employee_Assistance_Program_Implementation_Structure_and_Utilization_2009_to_2010
“This data was derived from a Request-For-Information (RFI) submitted to a sample of 26 large and medium-size external Employee Assistance Program (EAP) vendors across the United States. EAPs reported an increase in covered employees over the 2009 to 2010 period. EAP organizations associated with health plans and organizations that offer EAP and carve-out mental health programs saw the greatest growth. Purchasers were choosing a short-term counseling model of four to six visits. EAPs are relying on brief intake assessments for initial phone triage. Few programs were accredited and only a small number of intake or affiliate counselors held the Certified Employee Assistance Professional credential. Vendors reported that average EAP utilization was less than 6% with great variation between contracts” (cited from abstract).

Terblanche, L. & van Wyk, A. (2014). Critical Incidents and Critical Incident Stress management (CISM) – An employee assistance programme (EAP) perspective. Social Work / Maatskaplike Werk 50(1): 19-37. Retrieved from http://socialwork.journals.ac.za/pub/article/view/14
“Employees are increasingly becoming victims of critical incidents. From a systems theory point of view, it is necessary to acknowledge the impact of critical incidents not only on the personal life of the employee, but on the workplace itself.
Employees respond differently to critical incidents, which makes it even more complicated when this reaches the point of requiring therapeutic intervention. The most common response to critical incidents may be the risk of developing post-traumatic stress disorder (PTSD) and/or depression. This reality requires management – through the Employee Assistance Programme (EAP) – to be able to effectively deal with such critical incidents” (cited from abstract).

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