Without an EAP, the employer can never realize the cost
savings that only an EAP can provide.
Without an EAP, the employer is missing out on a valuable
productivity tool, which can be used to manage, and often salvage, troubled
employees.
Without an EAP, supervisors (most likely) do not receive
ongoing training in how to identify troubled employees and refer them for
evaluation or treatment.
An EAP offers free and unlimited consultation for all supervisors,
regarding how to manage employees who are exhibiting performance problems
at work. The EAP reduces stress associated with tough supervision problems.
With an EAP, employees are much more likely to seek
out help for their personal problems, for a variety of reasons:
Employees receive ongoing training on what types of
personal issues can be addressed through the EAP, and how to use the services.
They also receive ongoing promotional materials, which remind them of
the help that is available, should they ever need it.
Over time employees come to know the EAP staff, and
develop trust in the credibility and expertise of the EAP. They are much
more likely to seek assistance from someone they know and trust, rather
than from a random member of a provider panel.
There is no cost for employees to use the EAP, whereas
accessing insurance benefits usually requires a co-payment or satisfaction
of a deductible.
Use of the EAP is simple and straightforward, and requires
no preauthorization or referral from a primary care physician. All it
takes is a phone call to set up an appointment or seek information.
Using the EAP assures a much greater degree of confidentiality,
compared to accessing insurance benefits.
EAPs can help create a positive organizational culture,
in which the value of 'seeking help' is normalized and encouraged, rather
than stigmatized.
Without an EAP, employers are 'on their own,' when it comes
to training their workforce on issues such as Preventing Sexual Harassment,
Stress Management, Effective Communication, etc. EAPs can, at no additional
charge, provide training programs such as these and others, on a variety of
wellness-related issues.
An EAP is a natural and effective complement to other cost-saving
programs, such as Drug-free workplace, Preventing Workplace Violence, etc.
The EAP can take an active role in helping develop and implement policies
and programs to address these and other issues.
Insurance benefits for mental health and substance
abuse treatment only allow payment when a diagnosed mental disorder exists
- and even then, it can be difficult or impossible to secure the necessary
authorization for adequate treatment. However, many productivity problems
at work are caused by personal problems that are not diagnosable mental conditions.
These include:
marriage and relationship problems
parenting issues
family conflicts
stress
legal and financial difficulties
grief
anger
many other issues
EAPs represent the best in 'one-stop shopping.' Since EAPs
specialize in assessment, short-term counseling, and referral, they are experts
at knowing the best, most cost-effective resources within the local community.
And their 'broadbrush' approach means they can get employees plugged into
the right kind of help for a great variety of problems and issues.
By offering an EAP, an employer communicates to its employees
that they are valued members of the workforce, and it helps establish itself
as a caring, pro-employee organization. It fosters greater morale and loyalty
among its workers.
