• Employee Assistance Program Accreditation: History and Outlook

      Haaz, Edward J.; Maynard, John Blackwell; Petrica, Stephen C., M.Div., M.P.H.; Williams, Charles E., M.H.S., C.E.A.P. (2003)
      Accreditation is a means of verifying the professional competence and programmatic integrity of an employee assistance program (EAP). This paper examines the history of the accreditation of EAPs in the United States and Canada by the two dominant professional associations in the field, and makes some observations about the outlook for EAP accreditation. The two professional associations, driven by divergent philosophies, have evolved differently in their approach to accreditation. However, they share the conviction that control of standards is essential to the self-definition of a professional field, and has implications as well for marketing and governmental regulation. Accreditation thus has an important role in those areas, and should define acceptable standards in the emerging employee assistance environment, which entails such issues as managed behavioral health care, work-life, and international programs. Accreditation may also help advance thinking about current tensions in the field, and thus help shape its future.
    • Following the pathways to substance use treatment: A five-year project will examine how consumers use managed behavioral health and EAP services

      McCann, Bernard A.; Hiatt, Deirdre; Merrick, Elizabeth S. Levy (2008-01)
      Substance abuse negatively impacts public safety, reduces workers’ productivity, and contributes to higher healthcare costs, premature death, and disability for millions of Americans. In fact, substance use disorders are among the most common medical conditions. Although clinical advances in recent decades have increased the availability of effective treatments for substance use disorders, these treatments persistently are underutilized. Reducing the impact of substance abuse on rising healthcare costs and worker productivity is particularly relevant to employers, as most substance users and most of those with substance use disorders are employed. Furthermore, a majority of the nonelderly population (60%) is enrolled in employer-paid insurance plans. Employees and their dependents in such plans often have multiple pathways to specialty substance abuse and other behavioral health treatments, including managed behavioral healthcare (MBHC) carve-out plans, employee assistance programs (EAPs) and, in some cases, “integrated” products that combine features of both product types. To facilitate treatment access and engagement for those with substance use disorders, understanding the treatment pathways individuals utilize is critical.