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Recent Submissions

  • National Guidance on Essential Specialty Substance Use Disorder (SUD) Care

    Substance Abuse and Mental Health Services Administration, 2025
    SAMHSA’s new National Guidance on Essential Specialty Substance Use Disorder (SUD) Care articulates a core or essential set of services for adults with SUD that should be available at any specialty SUD treatment facility in the United States. The intended audiences are states and payers, accreditation entities, adults and families in need of care, specialty SUD treatment facility operators/administrators, behavioral health professionals, researchers, and local governments. Currently, there is a dramatic lack of consistency in services available to adults in need of specialty SUD treatment. The goal of this guidance is for the intended audiences to use this tool to identify treatment gaps, support evidence-based planning, and improve outcomes for adults with SUD.
  • Past Lessons, Future Insights: an Intergenerational Approach to Youth Mental Health

    Mental Health America, 2024-10-01
    The 2024 MHA Young Leaders Council annual report, Past Lessons, Future Insights: an Intergenerational Approach to Youth Mental Health, is based on interviews conducted by the council with individuals who lived through historical crises such as the AIDS epidemic, China’s Cultural Revolution, and 9/11 and the War on Terror. These conversations offer insights into how past experiences of collective trauma and resilience can inform today’s youth mental health advocacy, calling for both systemic action and intergenerational collaboration to support young people's mental well-being.
  • Critical Incident Response Continuum of Services

    EAPA Disaster Preparedness Task Force (2025-01-21)
  • Violence in the Health Care Workplace: Data Driven Solutions Melbourne, Australia

    Hughes, Daniel (2024-11-20)
    This is a presentation given by Dan Hughes out of Mount Sinai Hospital in NYC to an audience in Melbourne, Australia, on the topic of Violence in the workplace. Dan presents the definitions of Violence in the workplace and then how both the field of Forensic Psychologists and now Social Workers have come to address these unfortunate trends in companies/healthcare settings. Clinical concerns and environmental and organizational issues are discussed in detail. Then Dan presents solid research from his work in the New York area within his hospital system of the various incidents of workplace violence.... compelling data
  • Masi Research Consultants Announces: 5th EAP International Compendium

    Masi, Dale (2024-09-19)
    This is a presentation by Dr. Dale Masi to the South African EAPA Conference. Dale reviews her previous Compendiums and then presents the information covered in her most recent Compendium. In this Compendium, over 60 authors from countries around the world answered three questions: 1. How did the pandemic affect your populations? 2. How did the pandemic affect how you delivered EAP and mental health services? 3. Did technology cause changes in your methodologies for delivering EAP services? Then, Dale concluded with her observations and conclusions about the EAP field from an International lens: EAPs bursting worldwide; Emphasis is on mental health and wellbeing; All EAPs Embracing technology; Denial worldwide of Substance Abuse (Achilles Heel of EAP Field); Lack of connection to the workplace; and No training/education of supervisors and managers.
  • Skills for Success in School, Work and Life

    Galinsky, Ellen (WFRN, 2024-06-20)
  • Insomnia prevalence and mental health correlates among 18,646 users of an internet-based cognitive-behavioral therapy website: Archival real-world data from the United States, 2017–2019

    Attridge, Mark (2024-11-29)
    Sleep problems were examined in archival data from 18,646 users of a commercial service that provided online health risk screening, educational resources, and self-guided computerized therapy lessons for insomnia and other mental health disorders. The sample was split between college students and working adults and represents a growing modern segment of adults who voluntarily seek out digital support for common behavioral issues. The goals were to explore the prevalence and possible correlates of insomnia among this unique sample. The cognitive behavioral-based therapy from this service has evidence of its clinical effectiveness and value to users in past research. Results revealed that 36% of all users were at risk for a clinical insomnia disorder. The severity of insomnia was significantly (all p <.001) associated with the severity of depression (r = .65; 43% clinical); anxiety (r = .54; 40% clinical); stress (r = .54; 25% clinical); social phobia (r = .34; 27% clinical); and general health status (r = -.26; 15% clinical). Younger age was weakly associated with insomnia (r = -.14; avg. 32 years; range 18-83), while both gender (r = -.05; 76% female) and race (r = .00; 81% White) were unrelated to insomnia. More severe insomnia was associated with lower work performance and greater work absenteeism (r = -.30; r = .17, respectively). The conclusions are that insomnia was commonly experienced among users of digital tools, often comorbid with other common mental health conditions, and linked to work performance problems. Thus, online self-help health and related digital services should screen for multiple disorders, including insomnia, rather than focusing on the specific disorder emphasized in the care program.
  • SHRM Celebrates 2024 Government Advocacy Federal, State Wins

    Smith, Allen (SHRM, 2025-01-13)
    SHRM elevated the voice of HR before Congress, federal agencies, and state legislatures in 2024, advancing HR’s perspective on such critical issues as untapped talent, the growing role of AI, and access to paid family leave. Here’s a review of some of SHRM’s wins last year, as highlighted in SHRM’s 2024 Year-End Review Advocacy Impact Report. “2024 has been a pivotal year for HR policy,” said Emily M. Dickens, J.D., SHRM chief of staff, head of government affairs, and corporate secretary. “Through thoughtful advocacy and collaboration, SHRM has solidified its role as a trusted advisor to policymakers worldwide. These achievements reflect our mission to elevate the workplace for employees, employers, and HR professionals alike.”
  • 2025 National Guidelines for a Behavioral Health Coordinated System of Crisis Care

    Substance Abuse and Mental Health Services Administration (SAMHSA), 2025-01-15
    The 2025 National Guidelines for Behavioral Health Coordinated System of Crisis Care (2025 National Crisis Guidelines) establishes a framework to transform behavioral health crisis care systems and reduce the impact of substance use and mental illness in communities throughout the United States. Spearheaded by the Substance Abuse and Mental Health Services Administration (SAMHSA), these guidelines aim to provide equitable, accessible, and effective responses to behavioral health crises, and support program design, development, implementation, and continuous quality improvement for behavioral health crisis care throughout the nation. The country’s transition spurs this update to the 988 Suicide & Crisis Lifeline (988 Lifeline), as well as recent progress and emerging needs in the field related to behavioral health crisis system transformation.
  • The Evolution of EAP in South Africa: From Traditional Roles to Modern Challenges

    EAPA-SA, 2024-09-23
    EAPs in South Africa have evolved from focusing on short-term, reactive solutions for workplace issues to a holistic, proactive approach that addresses mental health, social challenges, and systemic workplace inequalities, while adapting to technological advancements.
  • Gambling

    World Health Organization, 2024-12-02
    Gambling risks money (or another item of value) in the event of an uncertain outcome, with the possibility of gaining an increased return. Betting, slot machines, casino games, lotteries, and bingo are all forms of gambling. Electronic gambling machines (EGMs) and casino games are often associated with the most risk of harm. These are available both in physical venues and online. The legal status of gambling varies within and between countries, although many jurisdictions have now legalized gambling. As it is available online, it is accessible almost anywhere, at any time, even in places where gambling is prohibited.> Gambling can lead to serious harm to health. These include financial stress, relationship breakdown, family violence, mental illness, and suicide. The legacy of gambling harm can endure throughout one’s life and be transmitted intergenerationally. Population-wide interventions can help prevent and reduce harm. These include ending advertising and promotions, providing centralized account registration to require those who gamble to set binding loss limits, and restricting access and availability (opening hours, density). Strict regulation and enforcement are also required to ensure compliance with existing laws.
  • Global EAP Challenges and Opportunities Managing Suicide in India

    Paul, Isabel (EAPA, 2024-12)
    Not unlike the United States and other countries, suicide in India is truly a public and occupational health issue: In 2019, India represented nearly 20 percent of global suicide deaths1. For over 25 years, India’s National Crime Report Bureau (NCRB) has recorded over 100,000 suicides annually, with 468 per day in 20222. Additional research indicates that for every suicide death in India, more than 200 presented with suicidality and over 15 suicide attempts3. Given the increasing numbers of Indian immigrants and expatriates in the global economy, EA professionals need to understand the unique aspects of suicides in Indian culture and among Indians so they can nuance their support for these clients. Suicide in India versus the United States: To contextualize these differences, some recent national data on suicide in India and the USA are compared below. Noting the percentage of male suicides is much higher than for women, as is the case for most countries, notable differences in both age and means used are present.
  • A Deep Dive into the Employee Assistance Digital Archive: A Knowledge Hub

    Herlihy, Patricia; Saia, Sharon (2024-09-24)
    This was a presentation to IAEAPE—Higher Ed EAPs members to help them understand the International Employee Assistance Archive resources. The group was presented with the history of the development of this resource and then proceeded to a Scavenger Hunt to have them exercise the process of going in and finding helpful material to support their EA Work. All had fun!
  • Bibliography on EMDR

    Saia, Sharon (2024-12-29)
    This is an extensive bibliography on EMDR—Eye Movement Desensitization and Reprocessing—by a skilled practitioner in the field. This list includes various articles, book chapters, videos, and blogs on this topic. It provides information about working with firefighters, police officers, and other first responders who are constantly exposed to traumatic events. Frequently, this technique is used for individuals with some form of PTSD.
  • The Elephant (or Donkey) in the Room: Navigating Workplace Discussions on Politics, Values & U.S. and World Events

    Martin, Randy (2025-01)
    This was a presentation at the Rocky Mountain EAPA Chapter on Political Discourse. Randy Martin, PhD, presented various questions and then had three break-out rooms for people to have 15 minutes to discuss them. The following is a list of presented questions: Reflecting on our world today, we recognize that employees face turbulent times. Social media algorithms and partisan media outlets get more clicks, views, and revenue by heating discourse and stirring the populace. Should a workplace encourage open, safe-space discussions facilitated by the EAP or other adjacent departments (DEI, Affinity, Employee Resource Groups, etc.)? What are the upsides and downsides of this approach? Alternatively, should a workplace discourage and actively attempt to keep politics as an "out of bounds" set of topics? Does an attempt to discourage discussion unfairly limit free speech and freedom of expression? Is it even realistic to attempt to set up guardrails? How do open discussions about sensitive topics align with your workplace's core values and local culture? What about the concept of Psychological Safety? How does that come into play here? How can conversations about values or politics impact workplace relationships and work output, both positively and negatively?
  • Is the Core Technology Lost in Translation in Regions with Emerging EAP Services?

    Yen Low, Mi (EAPA, 2024-12)
    As EAPs expand globally, they will understandably vary in their unique aspects of practice and modes of service delivery. As a seasoned clinical psychologist with over 28 years of experience, six years serving as an internal EAP at Motorola’s Asia operations, and 16 years as an external EAP provider, my focus has always been on providing core Employee Assistance services to both employees of multinational corporations and to small and medium-sized enterprises in Malaysia. Helpful to my own personal growth and professional development as an EA professional has been my involvement as a board member of the Asia Pacific Employee Assistance Roundtable (APEAR), as well as 10 years experience offering clinical and EAP supervision to new EA practitioners in Malaysia. In this article, based on these work experiences and with input from other EAPs, mental health professionals, and human resources colleagues in Malaysia, Singapore, Thailand, Indonesia and Vietnam, I hope to shed light on what I have seen as a lack of familiarity with and implementation of the EAP core technology in the region, while still cognizant of the struggles and limitations of delivering needed mental health services in the occupational setting. As defined, the EAP core technology represents the essential components of the Employee Assistance services, which combine to create a unique approach to addressing work organization productivity issues and employee client personal concerns.
  • The Rising Sun of CEAP Development in Japan

    Ichikawa, Kaoru (EAPA, 2024-12)
    After the 2024 Paris Olympics, some asked me why Japanese teenage girls seem to excel at skateboarding. My answer was that young people in Japan have learned how to have fun while being excellent at what they love. Similarly, something else Japan is good at is Employee Assistance. Members of EAPA’s Japan Branch are very proud of the fact that for the last ten years, Japan is second only to the US in the number of new Certified Employee Assistance Professionals. Let me explain how this came about. In December 1999, I became the first CEAP in Japan. At the time, I was employed by Motorola Japan as its Internal EAP Director for the Asia Pacific Region. Having been trained by Sheila Monaghan and supervised by Steven Uhrik of Motorola, both seasoned EA professionals, I learned how to put the EAP core technology to practice in Japanese work settings for Motorola’s Japanese employees. Quickly, I realized that management consultation, one of these core technologies, worked quite well in aiding Japanese employees to break through the historical stigmas of mental health and substance use conditions and to motivate them to seek appropriate assistance.
  • Wildfires

    SAMHSA (SAMHSA, 2024-10-10)
    Wildfires are usually triggered by lightning or accidents and often go unnoticed at first. They can spread quickly and are incredibly destructive if they occur near forests, rural areas, remote mountain sites, and other woodland settings where people live. While not reported as often as floods, tornadoes, and severe storms, they, too, can cause emotional distress in people living in affected areas. This is a SAMHSA document that offers various resources for people affected by wildfires regarding safety for themselves, their families, and their animals.
  • California Wildfires: Ensuring Compliance and Supporting Your Employees

    SHRM (SHRM, 2025-01-15)
    As of Jan. 13, the wildfires in Southern California continued to rage, an extremely dangerous emergency, killing at least 24 people and costing some employees all they own while putting others in harm’s way. As the White House, the state of California, and the City of Los Angeles took steps to respond, employers stepped up as well, instituting respiratory protections in the workplace, providing leave to employees in evacuation zones, and supporting employees acting as relief workers. SHRM article presents key resources for employers to consider while dealing with employees who have been displaced from their homes and need assistance navigating their new living situations with work commitments. Suggestions for some related articles
  • The Fortitude Factor for Caregivers: Understanding the Effect of Employment and Caregiving on Caregiver Wellbeing

    Clem, Sarah; Davitt, Joan K.; McCorvey, Stephanie; Becker, Todd D.; Eastman, Jennifer; Sesek, Greg (2024-11-12)

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