Discounted to Members!
Employee Assistance Program

Employees & supervisors are not qualified to solve many of these problems. Companies are relying more frequently on specialists in employee assistance as a risk management resource. Fifteen percent of a company’s employees will consult such counselors each year—they will use the service.

EAPs help the individual, and therefore, the organization by diagnosing, counseling and/or referring these employees to the appropriate help. Statistics show that participation in Employee Assistance Programs results in reduced turnover figures, tardiness, absenteeism, accidents, worker morale, and reduced healthcare costs.

This helps return the employee to an acceptable level of productivity quickly. Individuals do recover. Early intervention is key!

Fast Facts About Our EAP:

Core Services:

• Provisional diagnosis and stabilization, short-term counseling, appropriate referrals and follow-up including concurrent and utilization reviews for all employees and household members with any kind of personal problem.

• EAF Member discounted pricing to include:

• Unlimited Short-term Counseling 

• Unlimited Management Consultations 

• Critical Incident Stress Management

• Employee Orientations 

• Support Materials (brochures, posters, wallet cards, newsletters) 

• Supervisor Trainings

• Brown Bag Workshops

• Additional Work/Life Services:

  • Eldercare Consultation/Referral 

  • Financial Consultation and Discounted Rates

  • Debt Free Management Services

  • Violence in the Workplace Consultation

  • On-line services 

  • Consultation/Referrals for Childcare, Pet Care and Convenience Services

  • Legal Consultation and Discounted Rates

  • Drug Free Workplace

Accessibility:

• National Network (continental US and trust territories)

• 24 hour assistance (Phone and TDD), 7 days per week, 365 days per year

• Providers located within 25 mile radius of employee’s home or work site

Professionalism:

• Counselors are fully licensed, master’s level and above

• Credentialed by Horizon Health Quality Management Team

• Recognizing objectives set for by NCQA, EAPA, American Healthcare Commission

• Diverse provider population to meet individual needs of employees

• Quarterly reports to illustrate utilization

• Performance Guarantee if utilization benchmarks are not achieved

• Free-standing, objective EAP provider with no affiliation with healthcare facilities or insurance companies to ensure appropriate treatment.

Statistics:

New impetus for EAPs has come from the requirements of the Drug-Free Workplace Act of 1988. Large employers report that the incidence of substance abuse is on the increase among their employees and that much productivity is lost because of various personal, marital and family problems.

• 15-20% of the workforce experiences problems such as: alcohol abuse (10%), drug abuse (2%) and extreme forms of emotional stress (6%).

• More than 70% of Fortune 500 companies have Employee Assistance Programs.

• Replacement cost estimates average two months pay for hourly employees, three months pay for salaried employees, and six months pay for managerial employees.

Return on Investment

• Personal problems are handled in a proactive, cost-effective manner.

• Increased productivity, safety, motivation, morale, quality, retention of valued employees.

• Decreased insurance premiums: Workers' Compensation claims; disability; turnover/training; sick leave; absenteeism/replacement; theft; grievance problems.

Only some items can have a monetary value placed on them. Others cannot be priced: a marriage saved, worker morale improved, happiness restored, conflict reduced, and a general overall sense of well-being replacing anger, hostility, and other energy-draining dynamics.