• EAP and COVID-19 2021: Utilizing ‘Soft Touch’ Engagement Techniques for EAPs

      Hughes, Daniel; Fairley, Acanthus; Leese, Barbara (EAPA, 2021-09)
      During the COVID pandemic many EAPs developed novel approaches to service delivery. Most programs migrated from face-to- face counseling models to virtual platforms. The Mount Sinai Health System’s EAP developed new employee engagement strategies based on existing sampling methodologies. This flexible approach, referred to as “Cluster Ball” was deployed to reach distressed front line health care workers (HCW) such as ICU staff, physicians, nurses, nurse practitioners, physician assistants, therapists, EMTs and others during the pandemic (Hughes & Fairley 2020). The goal of this article is to discuss how the “Cluster Ball” strategy has been adapted with “soft-touch” techniques to address workplace violence (WPV).
    • EAP Services, Programs and Delivery Channels

      Attridge, Mark; Amaral, Thomas M., 1952-; Bjornson, Tom; Goplerud, Eric N.; Herlihy, Patricia A.; McPherson, Tracy L.; Paul, Rich; Routledge, Sandra; Sharar, David A., 1961-; Stephenson, Diane; et al. (Employee Assistance Society of North America, 2009-11)
      This Research Note reviews the major types of services that are provided by employee assistance programs (Individual, Managerial, Organizational and Administrative), the different kinds of service delivery models that are possible (Internal, External, Blended and “Free”), and the different communication channels used to provide EAP services (In-person, telephone and Internet).
    • Employee Assistance Program Outcomes Similar for Counselor (Phone and In-person) and Legal/Finance Consultation Clients

      Attridge, Mark (2002-06)
      Outcomes of employee assistance program (EAP) clients were compared between three commonly used services: (1) telephone counselors, (2) in-person counselors and (3) legal/financial consultants. Tests of follow-up survey data (N = 3,200) from a national EAP provider (Optum) showed high levels of health and workplace outcomes for all three study groups. Measures included the EAP users's self-reported levels of following the care plan, clinical effectiveness, client satisfaction, and improvements in stress, health and well-being, work productivity and work absence.
    • Longitudinal Outcomes of the Face to Face EAP Counseling Services in Greece on Workplace Outcome Suite (WOS): Hellas EAP 2016

      Mazouropoulou, Christina; Attridge, Mark (2017-05-17)
      This presentation shares the research results of employee users of face-to-face counseling provided by Hellas EAP in Greece during the year 2016. Data from 110 cases was compared at before counseling and after a longitudinal follow-up (about 3 months). The five components of the Workplace Outcome Suite (WOS) for EAPs were analyzed for change over time. Significant improvements were obtained on all five outcomes. The greatest degree of change was found for employee presenteeism. These results for the EAP in Greece are comparable with other worldwide benchmark data for the WOS. When the average improvements in employee absenteeism hours and level of work presenteeism were combined, the amount of lost productive time per month per employee was reduced from 8.9 days to 4.4 days. A new analysis method examined the change in the percentage of cases who were at the "Problem Level" on each of the WOS measures. All five measures also showed significant reductions in the number of cases at a problem level from before to after use of the counseling.