# Presentation: 487378

## 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

## Agenda

- What is an EAP?
- Today’s workplace
- EAP focus and impact on health, safety, and productivity
- The future of EAP
- Questions and Answers

## What is an EAP?

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

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

## 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

## Employee/Family Services

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

## Employee/Family Services

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

## The Employer’s 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

**Notes:**
Rich

## Today’s Workplace...

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

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

## National Workforce Trends

- Aging of work populations > 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

## The Health Continuum

## Areas of Health Prevention Important to Employers

- Acid Reflux/GERD/Heartburn/ Indigestion
- Allergies/Asthma
- Alzheimer’s
- Arthritis
- Cancer
- Cold/Flu
- Cardiovascular
- Dental/Oral
- Diabetes
- Fatigue/insomnia

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

## Business Case for Wellness Interventions

- Research Estimated Costs of Risk Factors - Conservative Ranges

## Employer Services

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

## 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

## 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

## Employer Services - Productivity

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

## 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

## 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

## 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?

## 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.

## 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

## Questions and Answers

## Resources

- _[www.neas.com](http://www.neas.com/)_
- 	David Goehner, LCSW, CEAP
- 	_[dgoehner@neas.com](mailto:dgoehner@neas.com)_
- 	262-574-2500
- _[www.valueoptions.com](http://www.valueoptions.com/)_
- Rich Paul, ACSW, CEAP
- _[richard.paul@valueoptions.com](mailto:richard.paul@valueoptions.com)_
- 919-941-6114