• The 5th US/Canada Forum on Mental Health and Productivity: Reference Report of Presentations and Proceedings

      Attridge, Mark; Lackey, Helen; McIntyre, Roger S.; Ricciuti, Joseph; Wilkerson, Bill, 1942- (Mental Health International, 2014-01)
      This report provides detailedi nformation on the content of the 5th US/Canada Forum on Mental Health and Productivity in 2013. The full-text of each of the presentations delivered at the Forum is included here in this report as edited transcripts based on the audio recording of the event. Other content is presented concerning the key themes from the discussion that occurred during the meeting and select ideas captured in the comments and interviews obtained after the meeting from the panel of experts. Other related source material from the Forum is also provided in the appendices to this report.
    • Alcoholism in the Workplace: a Report on Theories & Practices

      Corneil, D. Wayne (1976-07-23)
      On first reading the literature, it appeared that the preparation on a report on alcohol in the workplace would be relatively easy. Most of the material seemed straight forward and said basically the same thing. However, as I began to read between the lines, the complexities appeared. In attempting to prepare an overview of the field these complexities have been reflected in this report.
    • Best Practices in Working with Law Enforcement

      Herlihy, Patricia A.; Rascati, James N.; Barber, Brad W. (EAPA, 2021-04)
      Employee Assistance Professionals have an unusual opportunity to provide workplace expertise during these unprecedented and stressful times. Law enforcement in particular is one population that is under unusual pressure these days. Law enforcement has always been a challenging and stressful occupation, but there has been an increase in their need for emotional support within the last year. An officer’s stress level impacts not only themselves and their ability to perform on the job, but also their family members and community. In one state where an EAP agency provides services to approximately 56 of the 102 police departments, a significant increase in the demand for EAP services was noted. A majority of these police departments experienced either double or sometimes even quadruple the number of requests for EAP services within the last two years. With this increase in demand for behavioral health services, opportunities arise for EAPs. However, for opportunities and partnerships to be successful, EA professionals need to better understand the subculture of law enforcement in the United States.
    • The Challenge of Delivering Health Care and EAPs: US/Canadian Perspective

      Herlihy, Patricia A.; Heirich, Max A.; Hylton, Chris; Legault, Francois; Mulvihill, Michael D.; Murray, Ben, 1962- (2010-05-07)
    • Considerations for Providers of Health Coaching Programs: To Build or Buy

      Slovenski, Sean; Elias, Walter; Attridge, Mark (Hummingbird Coaching, 2009)
      As the demand from employers increases for purchasing health coaching services, more specialty and ancillary service companies are getting into the business of offering health coaching, including disease management companies, employee assistance programs (EAPs), third party administrators of health care claims (TPAs) and even some health plans. The concern with this trend, however, is how well prepared these various companies are to create and deliver high quality health coaching services in a cost effective manner. The choice facing providers who want to offer health coaching services is either to buy the service from another provider and resell it a part of their other services or else to build it internally as their own product. This “build or buy” question is difficult to answer because there are many aspects to consider for each option. This question is examined through a review of research and business literature.
    • EAP and COVID-19: The pandemic makes it clear: It's time to finally address the mental health crisis in America

      Kennedy, Patrick J. (Patrick Joseph), 1967-; Gorin, Norm (Business Insider, 2020-06-21)
      The authors of this article, Patrick J. Kennedy, a former U.S. Representative, author, and founder of the Kennedy Forum, and Norm Gorin, the vice president of MindWise Innovations, astutely analyze the impact of COVID-19 on the mental health of people in the U.S. They explore the burden of mental illness on the economy and workplaces and conclude with three ways Congress can act to address this issue, through passing and/or enforcing national legislation.
    • Evolution of EAP: Historical Changes Over 30 Years and What Purchasers Want Today From Employee Assistance Vendors

      Attridge, Mark (2018-08-08)
      This slide presentation shares the results of a survey study conducted in 2018. It asked about three issues: 1) How the employee assistance program industry has changed over the past 30 years? - 2) What is important to purchasers of EAP today for buying services in general - and 3) Why employers decide to purchase one EAP over other EAPs? Data is from 155 senior level professionals with average of 23 years experience in EAP field.
    • Possible Changes to Confidentiality of SUD Treatment Records

      Leekha, Puneet (Employee Assistance Professional Association, 2016-11)
    • Research Based Practices for Supporting Mental Health Disability

      Attridge, Mark; Wallace, Scott, Ph.D. (2011-10-12)
      This presentation offers evidence-based insights for understanding and managing return to work for employees on mental health disability leave. Two areas are addressed: Part 1. Understanding mental health disability, including facts on the prevalence and the impact of mental health problems in the workplace. A clinical profile of typical mental health disability cases and co-occurring addiction and physical health problems and Why a workplace-focused integrated care approach is more effective than standard approaches driven by medical providers and insurance claim managers. Part 2. Supporting mental health disability and making accommodations for return to work after treatment and preventing relapse.
    • Successful Employer Implementation of the Federal Mental Health Parity and Addiction Equity Act

      Attridge, Mark (Partnership for Workplace Mental Health/American Psychiatric Association Foundation, 2009-12)
      This brief is designed to help employers with the implementation of the new mental health and substance use disorder parity federal law provisions. The Paul Wellstone and Pete Domenici Mental Health Parity and Addiction Equity Act of 2008 requires employers that offer mental health/addiction coverage to do so at parity to their offering of medical/surgical health care benefits. Review of actuarial and retrospective research studies on parity’s impact on costs. Three key employer action steps for successful implementation. Characteristics of employers with positive parity experiences.
    • Suicide Prevention Among Working-Aged Adults: The Role of EAPs in Three Countries

      Jacobson Frey, Jodi; Ichikawa, Kaoru; Woo, Paul Jongmin (2018-10-12)
    • Workplace Outcome Suite (WOS) Annual Report 2020: Part 1 - Decade of Data on EAP Counseling Reveals Prominence of Presenteeism.

      Attridge, Mark (Morneau Shepell, 2020-08)
      Report 1 of 2. The Workplace Outcome Suite (WOS) industry profile is made up of data contributed by multiple providers worldwide since year 2010. This white paper is the forth in an annual series of reports on the Workplace Outcome Suite that first started in 2016. This study looks at six outcomes from the WOS: (1) Work Presenteeism, (2) Work Absenteeism, (3) Workplace Distress, (4) Work Engagement, (5) Life Satisfaction, and (6) a new measure that combines the results of the absenteeism and presenteeism data converted into hours of Lost Productive Time (LPT) at work. This report features 35,693 employees with self-reported data collected at before and after a counseling intervention provided by an employee assistance program (EAP). The data was collected over a period of 10 years, between 2010 and 2019. A total of 38 different sources provided valid data on all five WOS measures, with 20 EAP vendors, 17 employer-based programs and one industry group of external vendors in the United States. Although 26 different countries are represented, 95% of the total cases are from only four countries with almost three-fourths of the total from just one country - the United States (72%). China (22%) and New Zealand (3%) both had more than a 1,000 cases, with the remaining 3% of cases spread across 23 other countries (from two vendors and two large multi-national corporations). Within the United States, all five regions of the country were represented and profiled. Main findings: Brief counseling from EAPs was associated with statistically significant improvements on all five WOS outcomes. Large size statistical effects were found for improvement on a composite measure of all five outcomes and for the specific outcomes of work presenteeism and life satisfaction. A medium size statistical effect was found for reducing work absenteeism. Small size statistical effects were found for the more organizationally-influenced WOS outcomes of work engagement and workplace distress. Work presenteeism is the outcome that most defines the employee who uses an EAP, both in terms of the initial impact (work deficit) when distressed before use and also the improvement after counseling. When absenteeism and presenteeism were converted into hours of lost work productivity, the average employee case had 63 hours of unproductive time when in distress before EAP use. Yet, at the follow- up after counseling, this was reduced by 43% to 36 hours. Other research showed the typical worker is unproductive for 27 hours per month. Thus, the EAP user had more than double the amount of lost productive time when first seeking assistance compared to the average employee. However, after counseling had ended, 75% of this initially very high level of lost productivity at work had been restored. The effectiveness of EAP counseling is robust across almost all of the contexts with data to test. The extent of improvement from before to after counseling on WOS measures was generally consistent across client age and sex, across the clinical factors of the type of issue, the number of clinical sessions used, the total duration of the time period of the treatment period, and the source of referral into the EAP, and across different employer conditions of industry and whether the EAP was provided by an external vendor, internal staff, or a hybrid model.