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Employee Assistance Programs

An EAP program is designed for employees and their dependents (depending on the plan) to seek assistance for work related problems, drug and alcohol problems, marital or family problems, financial problems, and other issues that affect the employees ability to work. Depending on the EAP program you desire, benefits for employees may include:

• Alcohol and substance abuse
• Domestic abuse
• Family issues
• Mental health services
• Stress management
• Family law
• Financial counseling
• Health and wellness

Supervisors are also able to utilize the EAP for:

• Restoring poor performing employees
• Assists in reducing the risk of EEOC and Employment Practices claimes
• Supervisory Consultation Services
• Trauma Response
• On-site and online training programs for supervisors
• DOT alcohol and drug testing compliance programs
• Drug Free Workplace Programs

Did you know…..?

Do you know that if you are an Oklahoma employer, and you do not offer an EAP plan to your employees that if you terminate an employee for unauthorized drug use under your Drug Policy, that the employee may still be allowed to draw unemployment benefits?

What can you expect from an EAP?

A 1994 report described anecdotal evidence of the savings from EAPs:

• a $7,750 saving per employee at Warner Corporation because of lower recruitment and training costs, lower workers' compensation costs, and fewer on-the-job accidents;
• a 75% reduction in inpatient substance abuse treatment costs after EAP implementation at Gillette Company;
• a reduction in on-the-job accidents and lost time as a result of such accidents at Tropicana; and
• a reduction in absenteeism and workers' compensation insurance costs at Sawyer Gas Company and at Oregon Steel Mills.
• Cost-effectiveness data on EAPs generally indicate a savings to investment ratio ranging from 1.5:1 to 15:1. A study of the McDonnell Douglas EAP estimated savings of $5.1 million, due to fewer days missed from work, lower turnover, and lower medical claims of employees, spouses, and dependents. 
• It was found that drug abuse cases make up an estimated 10% of all EAP cases, with cocaine being the most prevalent substance of abuse, followed by marijuana. In contrast, alcohol cases make up about 20% of the reporting EAP's caseloads. 
• The EAP drug abuse caseload is greater in companies that are stable in the size of their labor force; are economically stable or profitable; are unionized; have a drug screening policy and program; believe they have a major problem with drug abuse; refer drug cases to the EAP; and publicize the EAP, encouraging self-referrals for substance abuse problems. 
• Improvement of supervisor training is positively associated with the proportion of drug abuse cases in the EAP caseload, and it is negatively associated with the number of EAP staff. 

Each EAP offers different services, contact us today to see if we have one that will fit your needs and will offer your employees an additional benefit.

If you would like to learn more, contact us.

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