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Assistance Digital Archive is a free, publicly accessible site where EA professionals can post original works, historical documents or other related papers. The intent of the Archive is to preserve important historical documents in the EA field as well as to provide a national depository for all significant articles in the field.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

  • Widening the Lens: Exploring the Role of Social Justice in Suicide Prevention - A Racial Equity Toolkit

    Suyemoto, Pata; Kelliher, Jennifer; Massachusetts Coalition for Suicide Prevention Alliance for Equity (Massachusetts Coalition for Suicide Prevention, 2019)
    This Toolkit, written by social justice and racial equality experts, along with the Massachusetts Coalition for Suicide Prevention Alliance for Equity provides a foundation for assessing organizations and working to change organizational culture to move forward toward being a more racially equitable organization. The resources presented throughout the Toolkit are designed to provide knowledge and answers that will work best for your organization, and for yourself personally. The authors include engaging exercises to explore and challenge existing bias and belief systems, in addition to encouraging policy change for organizations. While the focus is on suicide prevention, the work included in this Toolkit can be adapted for other areas of concern for work organizations and for EAPs.
  • Lessons learned from EAPs using the Workplace Outcome Suite for counseling: Part 3 of Series with global data from the Workplace Outcome Suite© by Morneau Shepell

    Attridge, Mark; Sharar, David A., 1961-; Veder, Barb; Steenstra, Ivan (Employee Assistance Society of North America, 2020-06)
    This is the final paper in a three-part series based on the Workplace Outcome Suite© (WOS) Annual Report for 2018.1 The WOS is a scientifically validated tool that is offered free to the employee assistance field. This paper profiles 11 employee assistance programs (EAPs) that collected WOS data for counseling cases and two EAPs that collected WOS data for special projects. This sample of EAPs was engaged to represent programs from both the U.S. and other countries. The EAPs ranged in size and delivery model (i.e., external vendor, internal staff, or hybrid of some staff combined with a vendor). The study used a survey to address a variety of questions related to data collection methods, reporting practices, and customer reactions to the results. Best practice recommendations for data collection using the WOS-5 are also identified.
  • Risk Management Approach to Analyzing Outcomes from EAP Counseling: Part 1 of Series with Global Data from the Workplace Outcome Suite© by Morneau Shepell

    Attridge, Mark; Sharar, David A., 1961-; Veder, Barb; Steenstra, Ivan (Employee Assistance Society of North America, 2020-01)
    This is the first paper in a three-part series based on the Workplace Outcome Suite© (WOS) Annual Report for 2018.1 This self-report measurement tool was developed by Chestnut Global Partners in 2010 and is now owned by Morneau Shepell. It is a scientifically validated tool offered free to the employee assistance field. In this paper, we advance a risk management approach to understanding how employee assistance program (EAP) services can be used to greater advantage by employers. This approach uses an alternative procedure for coding the WOS data and for analyzing the results for change over time. This method asks, for each WOS outcome area, how many employees (as a percentage of all EAP cases) are at a problem level on the outcome when first seeking counseling and also at the follow-up? The difference in these two percentages indicates how many cases had improved after counseling to no longer have a “problem” with missing work, or with work engagement, and so on. Self-report data was collected at the start of counseling and at 60-90 days after counseling ended. The sample was 24,363 cases worldwide from multiple EAPs with data collected between years 2010 to 2018. Results found that after deducting the small percentage of cases who changed from no problem at the start to having a problem after use, the net change in rates among EAP users of having a problem in each outcome was significantly reduced: work presenteeism with 56% of cases with problem at before vs. 28% after; life satisfaction with 38% of cases with problem at before to 21% after; work absenteeism with 34% of cases with problem at before vs. 20% after; work engagement with 31% of cases with problem at before vs. 10% after; and workplace distress with 22% of cases with problem at before vs. 9% after. When adding up problem status (yes or no) within person for all five WOS measures (range from 0 to 5 at each time point), the average number of outcome areas with a problem was significantly reduced from 1.81 per case at before to 0.94 at after use. These findings demonstrate that brief counseling was effective at reducing work-related problems of users, even when most employees (82%) had used the EAP for issues other than work. This study shows how a behavioral health risk management approach can be successfully applied to interpreting and reporting on work-related outcomes from EAP counseling.
  • How to Calculate the ROI for EAP Counseling from Improvements in Work Outcomes: Part 2 of Series with Global Data from the Workplace Outcome Suite© by Morneau Shepell

    Attridge, Mark; Sharar, David A., 1961-; Veder, Barb; Steenstra, Ivan (Employee Assistance Society of North America, 2020)
    This is the second in a three-part series based on the larger Workplace Outcome Suite© (WOS) Annual Report for 2018.1 This popular self- report measurement tool was developed by Chestnut Global Partners in 2010 and is now owned by Morneau Shepell. It is a scientifically validated tool that is offered free to the employee assistance field. This paper presents a revised version of the chapter on the return on investment (ROI) from the 2018 WOS Annual Report. The aim is to provide a detailed example of how to calculate the business value for employee assistance programs (EAPs) based on employee users of counseling services. In this example, 24,363 cases with self-reported work absenteeism hours and work presenteeism ratings were used to estimate the ROI for EAPs. The combination of missed hours from work and lost productivity hours while at work were combined in a single metric of lost productive time (LPT). The improvement in productivity was compared to a no change estimate hypothetical condition which assumes that the same baseline level of deficit in LPT continued over a 3-month period of distress if untreated. This effect was adjusted down to remove the improvement likely to have been caused by naturally occurring influences other than use of EAP counseling (estimated at 23%). Changes in the outcomes revealed that almost five days of productive work time (39 hours) over the 3-month period were restored per case after the use of EAP counseling; worth an estimated $1,731 USD per EAP case. Most of the savings came from reduced work presenteeism rather than work absenteeism (79% vs. 21%, respectively). This outcome was then used in a model with industry averages for the level of annual utilization of EAP counseling (4.9% of all covered employees) and the total cost of the EAP program ($13 per employee per year). The result was an estimated ROI for EAP counseling of $5.19:$1.00.
  • Brainspotting Proving Useful in Treating COVID-19 Trauma

    Delahan, Josh (Write it Right LLC, 2020-06)
    As EAP providers, we work with clients with a multitude of presenting issues within a limited amount of time. In a single day, we might see clients experiencing anxiety, depression, PTSD, adjustment problems, relationship issues, etc. We each have our own go-to modalities and most of the time, we see at least some progress. But what if there were a modality that you could easily integrate into your practice that works with current techniques and could increase your clients’ progress substantially? For myself and over 13,000 other clinicians worldwide, that modality is Brainspotting – an approach that is also proving useful in assisting people suffering from COVID-19-related trauma. But before we get into how Brainspotting is helping individuals during this challenging time, it’s necessary to first understand what it is.
  • How U.S. Companies Can Support Employees of Color Through the Pandemic

    Roberts, Laura Morgan; McCluny, Courtney L.; Thomas, Erin L.; Kim, Michelle, B.S. (Harvard Business Publishing, 2020-05-22)
    Executive Summary (from article): While there’s plenty of rhetoric about how we’re all in the Covid-19 pandemic together, the fallout clearly shows that we are not in the same boat. The direct impact on Black and brown communities in the U.S. is staggering, both from a physical and mental health perspective. Employers can help support their employees of color and their communities in three key ways: on the individual level, by asking specific questions about how to provide support and making room for people to care for themselves; on the organizational level, by setting up communication, hiring, and benefits systems that support employees of color; and on the societal level, by focusing corporate giving and political action toward communities of color.
  • Addressing Sexual Violence in Psychiatric Facilities

    Barnett, Brian, M.D. (American Psychiatric Association, 2020-05)
    Preventing sexual violence in psychiatric facilities has been a longstanding challenge that has received only limited attention from researchers and regulators. Numerous factors at the patient-, staff-, facility- and health care system–level contribute to sexual assaults within these facilities and difficulties in obtaining justice for victims. In the wake of the #MeToo movement, significant strides have been made in addressing sexual violence within society. Extending these efforts to the isolated worlds of psychiatric facilities is a logical next step; the time has come for psychiatry to better address this chronically overlooked patient and workplace safety issue.
  • EAP and COVID-19: Tip sheets for staying safe

    This is a collection of tip sheets on staying safe put together to serve as EAP resources during the COVID-19 pandemic and its aftermath.
  • EAP and COVID-19: The Psychology of Pandemics

    Taylor, Steven, Ph.D. (2020-05-11)
    The National Behavior Consortium hosts a presentation by author Steven Taylor on The Psychology of Pandemics: On May 11, 2020, the National Behavioral Consortium (NBC) hosted a presentation by Dr. Steven Taylor, author of The Psychology of Pandemics. This book explores the psychological factors that influence the spread of pandemic infections, as well as the associated emotional distress and social disruption of such events. It reveals how psychological factors are important for understanding and managing societal problems associated with pandemics, such as the spreading of excessive fear, stigmatization, and xenophobia that occur when people are threatened with infection. This book offers the first comprehensive analysis of the psychology of pandemics, and describes the psychological reactions to pandemics, including maladaptive behaviors, emotions, and defensive reactions. As well, it reviews the psychological vulnerabilities that contribute to the spreading of disease and distress and considers empirically supported methods for addressing these problems, outlining the implications for public health planning. The book was published in late 2019. Dr. Taylor is a Professor and Clinical Psychologist, Department of Psychiatry, University of Vancouver, Canada.
  • EAP and COVID-19: Tip sheets for managers

    This is a collection of tip sheets on managing employees put together to serve as EAP resources during the COVID-19 pandemic and its aftermath.
  • FADAP Considering Treatment

    Flight Attendant Drug and Alcohol Program (FADAP) (2020-05)
    This short video was created by The Flight Attendant Drug and Alcohol Program (FADAP) to educate employees about their options for substance use treatment. The video provides answers to commonly asked questions regarding treatment through FADAP and would be applicable to questions asked by employees in other industries who are considering entering treatment for drugs or alcohol.
  • EAP and COVID-19: Helping Hands: IAM EAP Newsletter Special Edition (2020)

    International Association of Machinists and Aerospace Workers. Employee Assistance Program, 2020
  • Digital Tools and Solutions for Mental Health: An Employer's Guide

    Cunningham-Hill, M; Dodge-Rice, Z; Wilson-Myers, C; Sherman, C; Neary, Martha; Schueller, Stephen M. (Northeast Business Group on Health and One Mind PsyberGuide, 2020-05-04)
    From the Report's Executive Summary: "The global burden of mental health conditions, both in terms of human suffering and economic loss, is catastrophic and rapidly growing. Worldwide, mental health conditions affect more than a third of the world’s population with two — depression and anxiety — alone resulting in an estimated $1 trillion in lost economic productivity. A significant factor in why the personal, social and economic impact is so enormous is the challenge of accessing care for those who need it. Barriers to access include stigma, cost and lack of in-network providers due to systemic disparities. For employers, the impact of mental health conditions on their organizations is substantial and ripples beyond the cost of care to include lost productivity, absenteeism and presenteeism. As is the case with chronic diseases, mental health conditions are treatable, and employers can use comprehensive strategies to cultivate supportive work environments and provide access to a wide range of mental health resources. Employers have a unique opportunity to improve the mental health of the 158 million working U.S. adults who spend more time engaged in work than in any other activity apart from sleeping. This guide focuses on how digital technologies have the potential to revolutionize mental health treatment. The growing number of digital interventions available offer promising ways to tailor programs for different types of employees that are scalable at a relatively more affordable price per employee than many other types of interventions."
  • EAP and COVID-19: Support Message from Dr. Beau Nelson for Flight Attendants

    Nelson, Beau (2020-05)
    Dr. Beau Nelson, Director of Clinical Services, FHE Health provides a caring message for flight attendants to help them deal with the stress related to working during the era of Coronavirus Disease 2019 (COVID-19). Dr. Nelson provides tips that are relevant for all employees to manage stress, focus on what you can control, and minimize fear and concerns. He provides specific behaviors and supportive tools to use to manage stress more effectively.
  • EAP and COVID-19: Cultivating Emotional Balance in an Unbalancing Time - Parts 1 and 2

    Alfonsin-Vittoria, Isabel (Florida International University, 2020-05)
    This 2-part presentation on Emotional Balance was created by and provided to employees covered by the Florida International University Office of Employee Assistance. The presentations are designed to introduce employees to emotional awareness, balance and mindfulness in the workplace and beyond. The presentation incorporates research and practice, as well as skill-building exercises that can be used to navigate emotions and shift to more positive view.
  • EAP and COVID-19: Interim Guidance for Child Care Programs - CDC Report

    The reopening of child care programs is crucial to helping parents and guardians return to work. Many States have closed schools for the academic year and, with summer quickly approaching, an increasing number of working parents may need to rely on these programs. CDC’s Interim Guidance for Administrators of US K-12 Schools and Child Care Programs and supplemental Guidance for Child Care Programs that Remain Open provide recommendations for operating child care programs in low, moderate, and significant mitigation communities. In communities that are deemed significant mitigation areas by State and local authorities, child care programs should be closed. However, child care programs can choose to remain open to serve children of essential workers, such as healthcare workers. All decisions about following these recommendations should be made locally, in collaboration with local health officials who can help determine levels of COVID-19 community transmission and the capacities of the local public health system and healthcare systems.
  • EAP and COVID-19: Blogs

    This is a collection of blogs put together to serve as EAP resources during the COVID-19 pandemic and its aftermath.
  • EAP and COVID-19: SAFER - Safe Actions for Employee Returns

    National Safety Council, 2020-03
    The below framework is suggested based on review of dozens of corporate and public health protocols, recommendations, and guidance resources (a full list of publicly-available material is provided at the end of this document). The framework represents a map of the key areas around which corporate and public policy leaders are taking action, as well as the operations types in play, and will be the basis from which SAFER will build its recommendations for a safe return to and continuation of work. This framework is open to modification based on the feedback of the SAFER Task Force, a consortium of Fortune 500 companies, leading safety organizations, and public health professionals and experts. A full list of Task Force members is included at the end of this document. A more detailed description and list of considerations related to each of these topic areas follows.
  • EAP and COVID-19: Financial Apps in the Era of Coronavirus

    Jacobson Frey, Jodi; Anvari-Clark, Jeffrey; Johnson, Sara, M.S.W. (PsyberGuide, 2020-04-29)
    Financial apps can be helpful to use alone or in conjunction with counseling. Using technology for financial well-being and support is perhaps even more critical in times of physical distancing in response to the COVID-19 pandemic. This blog was written in response to the need for identifying and using safe and effective online technology or apps to help reduce financial distress. This piece was originally posted on the One Mind PsyberGuide blog
  • EAP and COVID-19: Coronavirus Anxiety Workbook

    The Wellness Society (The Wellness Society, 2020-04)
    This free online workbook is designed for adults who may be struggling with anxiety and other stressors resulting from or exacerbated by the Coronavirus pandemic. The Wellness Society aims to "bridge the gap for people who find long-term private therapy unaffordable yet are reluctant (or unable) to get help from overstretched mental health services. Fortunately, research shows that self-help tools are often enough for people to overcome mild to moderate mental health difficulties without professional support" (excerpted from This workbook is not focused on EAP practice, but is currently being used by EAPs as a tool that can be used by EAP clients. It is available freely to anyone who might be interested in using it or sharing it with others. Our professional's toolkit empowers private practice therapists and coaches to uplevel their practice with a wide range of holistic and beautifully designed tools – tools for both their clients and for supporting their own mental wellbeing.

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