Leveraging the EAP for Workplace Interventions

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Leveraging the EAP for Workplace Interventions

• Young Adults in the Workplace Technical
  Assistance Forum
• November 30th December 2nd
• David Goehner, LCSW, CEAP and Rich Paul, ACSW,
  CEAP

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Agenda

• What is an EAP?
• Todays workplace
• EAP focus and impact on health, safety, and
  productivity
• The future of EAP
• Questions and Answers

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What is an EAP?

• Employer Services
• Account Management
• Prevention Initiatives
• Management Consultation Coaching
• Trauma Response Services
• Training
• Disability Management
• Compliance Line
• Leadership Coaching

• Employee/Family services
• EAP Counseling Services
• Work/Life Services
• Healthy Living Programs
• Web Resources Including Self Assessments

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Employee/Family Services

• 24/7 telephonic access to Masters-prepared/CEAP
  clinicians
• Telephonic and in-person assessment and
  counseling for life issues
• Local, regional, national, and international
  provider networks
• Providers with multiple specialties, language
  capabilities, cultural backgrounds
• Coordination with Behavioral Health Care benefit
  plans

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Employee/Family Services

• Child/Elder Care Locators
• Educational Locators
• Financial Consultation
• Legal Consultation
• Customized web site

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Employee/Family Services

• Smoking Cessation Program
• Health promotion campaigns
• Medline content and videos
• Self Assessments and personal profiles
• 24/7 Nurse Line Services

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The Employers Landscape

• A wide variety of recruiting strategies, employee
  development programs, compensation plans, benefit
  plans, performance incentives, and employee
  assistance programs are utilized by management to
  minimize the risks associated with human capital
  challenges. These risks include
• Recruitment and Retention
• Absenteeism
• Inappropriate Utilization of Health Benefits
• Disability and Return-to-Work Management
• Employee Controversy
• Corporate Crime
• Productivity

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Todays Workplace

• High Stress
• Mergers/Acquisitions
• Downsizing/Layoffs
• Rising healthcare costs
• Recruitment and retention challenges

• Multi-generational workforces
• Global marketplace
• Increased competition
• Technology

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National Workforce Trends

• Aging of work populations gt 35 years of age
• Higher percentage of females
• Higher percentage of minorities
• Increasing number of immigrants entering
  workforce
• Slowing in the growth of the workforce -
  especially manufacturing
• Significant increase in the number of living
  retirees
• Significant increase in the integration of
  disabled worker into mainstream
• More working single parents
• More families where both parents work

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The Health Continuum
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Areas of Health Prevention Important to Employers

• Lung/COPD
• Macular Degeneration
• Menopause/HRT
• Mental/Emotional Health
• Depression
• Stress
• Osteoporosis
• Pain Relief/Backache/Sore muscles
• Prostate cancer
• Skin care
• Weight loss

• Acid Reflux/GERD/Heartburn/ Indigestion
• Allergies/Asthma
• Alzheimers
• Arthritis
• Cancer
• Cold/Flu
• Cardiovascular
• Dental/Oral
• Diabetes
• Fatigue/insomnia

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Business Case for Wellness Interventions

• Research Estimated Costs of Risk Factors -
  Conservative Ranges

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Employer Services

• Enhancing the workplace with prevention, focus
  and impact on
• Health
• Safety
• Productivity

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Employer Services - Health

• Consultation and coaching to address
• Emotional health/stability
• Mental health/stability
• Physical health
• Interpersonal skills/relationships
• Financial stability
• Spiritual strength
• Strength of support system
• Coping skills

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Employer Services - Safety

• Consultation and coaching to address
• Level of risk to an employee or others
• Potential for accidents
• Potential for violence
• High risk behavior
• Drug policy violation issues
• Workplace trauma

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Employer Services - Productivity

• Consultation and coaching to address problems
  about
• Attendance
• Quality
• Co-worker relationships
• Productivity
• Dependability

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Employee Health Intervention Trends

• Integration of employee health services instead
  of piecemeal approach
• Medical self-care individual responsibility for
  health care
• Increase in risk rated insurance plans, and
  reduced coverage for poor lifestyle choice
• In the past 5 years, valid measures for
  predicting risk and determining ROI
• Increased use of flexible benefits plan
• Increase in incentives for participation and
  increased health
• Plan related, gift related, work time off
  related, wellness gain share

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Value Proposition of Prevention

• Improve health status of population
• Enhance employer and participant satisfaction
• Reduce healthcare costs
• Slow or reverse the progression of chronic
  conditions so that employees will have a better
  quality of life

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Effectively partnering with EAPs

• Value proposition must have appeal for the
  employers the EAP serves
• Define the target population and intervention
• What is the business case?

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An EAPs Contributions

• Behavioral health expertise
• Comprehensive diagnostic assessment with multiple
  screenings and preliminary identification of
  behavioral health issues
• Wellness education and prevention
• Management consultation
• Case management, including referral linkage and
  follow-up
• Development of a multi-disciplinary network of
  referral sources.

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Future Opportunities for EAPs

• Integrator of medical and behavioral health
• Return to a greater prevention focus
• Risk focused intervention planning
• ROI on service impact on health and productivity
  including absence management
• Life Coaching

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Questions and Answers
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Resources

• www.neas.com
• David Goehner, LCSW, CEAP
• dgoehner_at_neas.com
• 262-574-2500
• www.valueoptions.com
• Rich Paul, ACSW, CEAP
• richard.paul_at_valueoptions.com
• 919-941-6114