The University of Maryland School of Social Work – the only social work program with a dedicated Employee Assistance (EA) curriculum as part of the larger MSW program – hosts the Employee Assistance Digital Archive.

The Employee Assistance Digital Archive is a free, publicly accessible site where EA professionals can post original works, historical documents or other related papers. The intent of the Archive is to preserve important historical documents in the EA field as well as to provide a national depository for all significant articles in the field.

Please visit our Employee Assistance Digital Archive Homepage to learn about how you can submit and use the Archive.

Recent Submissions

  • Crisis Management: The Critical Human Element

    VandePol, Bob; Beyer, Cal (Construction Financial Management Association, 2021-05)
    Almost 15 people die at work every day. Three of them are in the construction industry. Sadly, since this article first appeared in 2009, the year-end numbers have remained virtually unchanged. Construction’s increasing complexity demands that construction leaders (including CFMs) deploy new risk management strategies and tactics. Unfortunately, despite these efforts, unanticipated emergencies and disasters occur daily in our industry.
  • Conversation with Nancy Costikyan, Director of Work/Life at Harvard University

    Costikyan, Nancy (Boston College Center for Work and Family, 2021-08)
    Boston College's Center for Work and Family has a Member Spotlight Newsletter that it sends out on a regular basis. This newsletter highlights the work of Nancy Costikyan, Director of the Work/Life Program at Harvard University. In the newsletter Nancy discusses the current priorities in the workplace and states: "My office serves 19,000 staff and faculty (as well as some student groups) and we have four main buckets, which I am beginning to think of as fountains that all spring from well-being: (1) Mental Health; (2) Flex-work, (3) Dependent Care and (4) Mindfulness. Obviously, flexwork has consumed much of our time as we forge our way to a widespread, hybrid work model, but the ongoing crises concerning child care and mental health are keeping me up at night." And the conversation goes on to include the programs new Flexible Work Arrangement Policy and how flexwork may look different on the Harvard campus. The role of manager is addressed as well as how they plan to evaluate the program in the upcoming months. Finally Nancy is asked about the Key Learnings that have emerged with these programs.
  • EAP and COVID-19 2021: Back to School in the Next Normal: How to Support the Mental Health of Parents, Children, and Coworkers

    Arvig, Tyler (2021-08)
    Set of Power Point slides dealing with issues of Back To School: With August coming to an end, it's time for kids to go back to school. On top of the daily stressors, the start of school can bring up different emotions for both parents and their children. With the unique circumstances of the next normal, those emotions can trickle into your work life. Even if you're not a parent, you are likely in a position to support your coworkers who are dealing with these questions: 1) What do the current COVID-19 variants mean for the return to school? 2) How can you support your child through this change and keep them safe, both physically and psychologically? 3) Expert and practical advice for supporting the mental health and well-being of you, your colleagues, and your children during the return to school.
  • How to Contain the Chaos and Empower Your Employees During a Crisis

    VandePol, Bob (The Risk and Resilience Hub, 2019-07-10)
    When dealing with a crisis, a leader’s role is largely to guide others through it. Good leaders understand that everyone responds to crisis differently and know that they must be prepared for the myriad ways people may react when faced with tragedy. Tragedies often trigger additional tragedies. When under the influence of the shock of traumatic stress, people and organizations often make errors in judgment that lead to additional losses. Rash high-risk decisions and behaviors, precipitous resignations, hostile blaming, drunk driving charges, violence at home and work, and increased suicide risk are examples of how traumatized people can make a bad situation worse. When people are shocked by a tragedy, immediate chemical and neuro-psychological adjustments take place to address the present threat in one of three ways: Fight, Flight, or Freeze. Whereas these responses can have short-term survival value in the midst of a crisis, they often do not translate well to productivity in today’s work environments.
  • Officer Wellness - Mental Resiliency

    Hughes, Dave; Sagle, Rob; Ashenhurst, Jimmy; Callander, Lisa K.; Parsley, Justin (2021)
    Law enforcement today is a rapidly shifting landscape with challenges on many fronts. Police Officers are increasingly being asked to do tasks beyond core law enforcement. Thus they need to learn new policing strategies that go beyond enforcement. This set of power point slides introduces a process of empowering police officers to be mentally, physically, socially, emotionally and spiritually well. This process includes emphasis on interpersonal skill and emotional intelligence. This set of power point slides addresses these concerns and outlines a process for the development of this skillset.
  • Returning to normal and the office? I am not so sure.

    Harrington, Brad (Boston College Center on Work and Family, 2021-08-11)
    As August approached I was looking forward to a return to campus and teaching my fall class to our University’s seniors. I had the foresight (i.e. blind luck) to not commit to teaching in the 2020-2021 academic year and was happy to have dodged that bullet. The course I teach is a highly personal and interactive one and I couldn’t imagine fostering the same connections for the class while we were all masked and socially distant. But just a couple of weeks ago while prepping for class, looking forward to seeing my colleagues at the Center in-person, and discarding the masks that were scattered everywhere on the homefront, life took yet another unexpected turn.
  • Officer Wellness Module

    Callander, Lisa K. (2021)
    This is set of Power Point slides was used by the City of Columbus EAP to help Identify reasons why promoting police officer wellness is beneficial to organization and individual officer. Slides include the evaluation of leadership styles and messages about officer wellness that help or hinder. In addition the issue of stress is addressed as well as intervention models. Finally the issue of effective implemention of an EAP is addressed.
  • A New Business Environment for EAPs in China after COVID-19

    Li, Peizhong (EAPA, 2021-08)
    Employers and employees in China are grappling with the aftermath of the COVID-19 pandemic and its impact on the workplace. The good news for EAPs is that the pandemic has enhanced employees’ awareness of mental health needs as well as increasing business opportunities as more people seek professional help for personal problems. This article discusses changes that EAPs in China are rushing to make in order to take advantage of those opportunities. These adaptations include developing multiple approaches for the needs of different employee groups and families, going beyond the clinical mindset, and being more accessible and responsive in general.
  • Supporting College Students: Mental Health And Disability In Higher Education

    Davis, Kelly (MHA, 2021)
    Colleges are increasingly talking about mental health as students, advocates, and leaders are pushing institutions to create mentally healthy campuses. Despite growing advocacy, students still often go without needed supports, like counseling or peer support. In addition to barriers to mental health services, students face other obstacles to classroom and campus participation. As a result, students with mental health conditions are far more likely than their peers to drop out of school
  • National Consortium on Preventing Law Enforcement Suicide Toolkit

    National Consortium on Preventing Law Enforcement Suicide
    The Comprehensive Framework for Law Enforcement Suicide Prevention is a central resource in the larger work done by the National Consortium on Preventing Law Enforcement Suicide (the Consortium). A project of the U.S. Department of Justice, Bureau of Justice Assistance, the Consortium was formed in October 2018 by the International Association of Chiefs of Police (IACP), in partnership with Education Development Center (EDC) and support from the National Action Alliance for Suicide Prevention (Action Alliance), to raise awareness of and prevent suicide among police officers. Through the Consortium, five task force groups were formed to identify recommendations and considerations for the policing profession as it relates to suicide prevention efforts in an agency or department: messaging, data and research, organization and system change, peer support, and family support. A common theme that emerged through discussions of the Consortium, both in-person and virtual, was the need for law enforcement agencies to have information addressing various components of suicide prevention. This Comprehensive Framework for Law Enforcement Suicide Prevention resource is a guide for a police agency to implement strategic, holistic, and intentional suicide prevention strategies across the continuum of prevention, intervention, and after a suicide loss. Suicide prevention efforts are more likely to succeed when they combine multiple strategies that work together to address different aspects of the problem. Through work with the Consortium, this model identifies and provides 11 broad strategies that represent a comprehensive framework for law enforcement suicide prevention and mental health promotion. The framework was adapted from a model developed by the Suicide Prevention Resource Center. This model and framework are based on existing evidence and input from the Consortium.
  • EAP at a Crossroads Pandemic Drives Business – but What’s Next?

    Pompe, John C. (EAPA, 2021-08)
    The COVID-19 pandemic has brought significant emotional and social strain on employees and left employers looking to their EAPs for ways to expand support for their employees’ health. This heightened focus has resulted in unanticipated growth in the world of workplace mental health. Stigma around mental health has reduced and the demand for EAP services has increased. And yet EAPs find themselves under scrutiny, with skepticism about their value and readiness to respond. Mental health encompasses a broad range of conditions, from the routine to the disabling. In the context of the workplace, such problems present a significant cost burden in terms of HR and leader- ship time, organizational effectiveness, safety risks, and increased healthcare costs. EAPs are sold as a potential solution. When the EAP concept took hold roughly 50 years ago, they were delivered by actual employees of a given organization who engaged in a variety of supportive roles to help employees and mitigate the risks brought on by employee mental health and substance abuse. Over time, internal EA professionals began collaborating with HR, occupational health, wellness, security, and safety professionals to support functions such as: performance management, drug testing, fitness-for-duty, threat assessment, health promotion, and critical incident response.
  • Well Fatigue Management Being, Championship, and Fatigue Management

    Bennett, Joel B.; Courtois, Paul; Higginbotham, Laura (2018-05)
  • Do you get enought sleep - Ten Tips to Improve Sleep Habits

    Ahlschlager, Jenna (2021-06-08)
    With over 50 percent of Americans claiming they do not get a good night’s sleep on a regular basis, insomnia has become a major health and wellness concern[1]. In fact, most people—including children—do not get enough sleep each night. According to University of Michigan clinical psychologist Todd Arnedt, who specializes in treating patients with insomnia, “the most common thing I hear from people is—I'm not able to shut my mind down at night, my mind is running about what I've got to do the next day.” Stress and anxiety about things such as current events, the pandemic, deadlines and pressures at work or taking care of kids can keep you awake at night.
  • Virginia COVID 19 Impacts Report ( 2019-2020)

    OMNI Instiute, 2021-04
    More than a year after the start of the COVID-19 pandemic, we are continuing to experience the effects of COVID-19 and explore how the pandemic has affected community members' health and wellness beyond the virus itself. Health data sources are slowly beginning to show these effects. This report includes preliminary trends in data around adverse childhood experiences (ACEs), school closures, behavioral health, substance use and overdoses, and the criminal justice system since the onset of COVID-19 in March 2020. Each topic covers data changes throughout the pandemic, how these changes compare to the previous year of data, and how the state addresses these impacts through program adaptations and innovative initiatives or programs.
  • Experiences of Internal and Hybrid Employee Assistance Program Managers: Factors Associated with Successful, At-Risk and Eliminated Programs

    Jacobson Frey, Jodi; Pompe, John C.; Sharar, David A., 1961-; Imboden, Rachel; Bloom, Lauren (2018-02-07)
    Employee Assistance Programs (EAPs) originated as workplace­ focused programs delivered largely by peer employees. Over the past 25 years, the once standard internal EAP has largely been replaced by internal/external hybrid programs or out­ sourced EAP vendors. Many long-standing internal programs have been downsized or eliminated, along with their internal program manager positions. This qualitative study examined the organizational, leadership, and programmatic characteristics associated with the internal and internal/hybrid EAPs from the perspectives of EAP managers working in programs that have thrived and those that have depreciated. Twenty-four current and former internal or internal/hybrid EAP managers were interviewed using a semi-structured interview schedule. Qualitative methods were used to identify patterns and themes within the data to describe the experience of internal and internal/hybrid EAP managers and the critical success and risk factors associated with their positions and programs. Five final themes, with 15 subthemes emerged from the data, suggesting that both individual and organizational characteristics of EAP internal and hybrid programs are important to the program's sustainability. These findings offer insights regarding best practices and critical success factors to EAP professionals, EAP purchasers, and the EAP industry.
  • What Are Peer Recovery Support Services?

    United States. Substance Abuse and Mental Health Services Administration (2009)
    In this paper on What Are Peer Recovery Support Services, you will be introduced to a new kind of social support services designed to fill the needs of people in or seeking recovery. The services are called peer recovery support services and, as the word peer implies, they are designed and delivered by people who have experienced both substance use disorder and recovery. Through the Recovery Community Services Program (RCSP), the Substance Abuse and Mental Health Services Administration/Center for Substance Abuse Treatment (SAMHSA/CSAT) funds grant projects across the country to develop and deliver these services.
  • Addressing Opioid Overdose Deaths in the Workplace

    National Institute for Occupational Safety and Health (2021-03-09)
    On average, 115 Americans die every day from an opioid overdose, according to 2017 data from Centers for Disease Control (CDC). Since then, the United States has experienced a surge of overdose deaths during the 2019 novel coronavirus disease (COVID-19) pandemic, according to a CDC health advisory (https://emergency.cdc.gov/han/2020/ha...) issued in December of 2020. Some states have reported an increase in opioid deaths as high as 98%. Overdoses are becoming increasingly common in the workplace. Naloxone can reverse many of the potentially fatal side effects of an opioid overdose. Having naloxone on hand can provide a tool that a workplace can use while waiting on first responders to arrive on the scene. National Institute for Occupational Safety and Health (NIOSH) developed this video based on our fact sheet (https://www.cdc.gov/niosh/docs/2019-1...) to help employers decide if having naloxone available is right for their workplace. It provides a series of steps for employers to consider when deciding whether their workplaces should make the overdose reversal medication available on-site in the event of an overdose. It also gives employers and workers information on how to implement and maintain a workplace naloxone program. Overdose deaths from opioids is a serious health issue in the United States. Naloxone is an effective drug for reversing opioid overdoses. Consider establishing a naloxone program in your workplace.
  • Opioids and the Workplace: Prevention and Response

    National Institute of Environmental Health Sciences (NIEHS) (2019-07-01)
    PowerPoint presentation discussing the scope and severity of the opioid crisis, summarizing the relationship between workplace injuries and illnesses, working conditions, and opioid use disorder. Also included is a link to the NIEHS "Opioids & Substance Use: Workplace Prevention & Response" web page.
  • Model Plan for a Comprehensive Drug-Free Workplace Program

    United States. Substance Abuse and Mental Health Services Administration (1989-01-01)
    The Executive Order 12564 recognized that illegal drug use is seriously impairing a portion of the national work force, resulting in the loss of billions of dollars each year. As the largest employer in the Nation, the Federal Government has a compelling proprietary interest in establishing reasonable conditions of employment. Prohibiting employee drug use is one such condition. The [Agency] is concerned with the well-being of its employees, the 6 successful accomplishment of agency missions, and the need to maintain employee productivity. The intent of the policy is to offer a helping hand to those who need it, while sending a clear message that any illegal drug use is, quite simply, incompatible with Federal service.
  • How to Use the Evidence-Based Practices KITs

    United States. Substance Abuse and Mental Health Services Administration (2009-01-01)
    The Evidence-Based Practices KITs, a product of the Substance Abuse and Mental Health Services Administration’s (SAMHSA) Center for Mental Health Services (CMHS), give States, communities, administrators, practitioners, consumers of mental health care, and their family members resources to implement mental health practices that work.

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