Work/Life Balance

Employee Assistance Program (EAP) Undercover: Under-Utilized and Under-Appreciated?

By Paula Warner Smartt, CPA

Finally, a benefits’ category where the employer wishes employees would utilize the benefit! Could this be the “Rodney Dangerfield” of the benefits’ world? It gets no attention (read “no respect”) and it gets little utilization. In fact, overall, a 10 percent participation rate would be considered high.

Not all companies offer an EAP, but many do. So, where do you find an EAP provider?

Most national health plans (CIGNA, John Deere, etc.) offer EAPs, and many regional health plans do also. The broker on your group health plan would be a good source of information as would other employers who offer EAPs. A little networking can reveal who the EAP providers are in your area.

An employee assistance plan, which is offered for employees and dependents of employees, is generally an opportunity for counseling – one on one or for family dynamics’ issues - where a limited number of visits (e.g. six) are paid for entirely by the company offering the EAP. Sometimes the number of visits can be extended, if the plan allows, but this is generally at the employee’s expense. And each new episode of care is entitled to the six visits.

While some of these same issues, listed below, may be addressable under the group medical plan, those visits are not cost-free to the employee. Employees may be reluctant to spend the money for the counseling sessions under the group medical plan if they are lower-wage earners. Inside the EAP, the counseling sessions are free to the employees/dependents.

VOLUNTARY PARTICIPATION

Typical reasons that employees and their dependents voluntarily go to counseling include:

Marital
Family counseling
Depression
Substance abuse
Gambling addiction
Financial stresses
Marital issues
Panic/ Anxiety disorder
Post-trauma counseling

Often, by the time the limit on the number of visits is reached, the issue has been resolved.

If not, then several of the issues are referable back to the group medical plan of the employer (psychological, psychiatric issues) or the employee could pay on his/her own to extend the sessions with the EAP counselor, if allowed.

Other issues, such as financial or legal counseling, may require a referral to a service provider outside the EAP (some EAPs don’t offer financial or legal counseling at all) and if this happens, then the employee will have to pay for the services. The EAP serves as a place to get a dependable referral, even if the EAP isn’t going to provide the services.

When an employee is really stressed, he/she may not be able to think where to turn, what to do…an EAP can be a help in identifying an action plan, first steps, etc.

“SUGGESTED” PARTICIPATION

Typical reasons that an employer might suggest or require an employee to visit the EAP would be:

Work of employee has slacked off, not typical of the employee
Employee appears to be under stress
Employee is having interaction issues with supervisor or peers
Employee is exhibiting inappropriate language, behavior, etc. that is not typical
Employee is exhibiting unusual absenteeism

CONFIDENTIALITY AND COMMUNICATION OF CONFIDENTIALITY:

All visits to the EAP—whether voluntary, suggested, or required by the employer—are private between the participant and the counselor. However, if the plan document allows, the employer who required the employee to attend may ask for a signature from the employee stating the employee complied. The results of the counseling session will not, however, be revealed to the employer.

The one exception on confidentiality: if the employee appears to be a threat to self or to others, then the counselors may notify the employer.

And the EAP is available 24 hours a day, seven days a week, if necessary, although employees are encouraged to call during workday hours.

UNCOVERING THE EAP

So let’s get out there and give the EAP the “respect” it deserves and talk it up to employees in the hope that those who have needs will discover this under-used but important resource to ease the troubled times in their lives.

Paula Smartt is a manager with Bush Brothers and Company. She is a member of the MSCPA Work-Life Balance Committee. She can be reached at psmartt@bushbros.com