Employee Assistance Programs Free Essay Example, 2000 words

This is generally because the company is too small to justify the expense, the employee’s physical location within the company is dispersed over long distances or if the employees are working on a contract basis. Professional organizations such as labor unions offer peer-assisted EAP’s to its membership. The AFL-CIO, as an example, has conducted qualified counseling services for more than 60 years. 2 Peer-assisted EAP’s could be utilized if the employees are dissatisfied with their current EAP provider which could include privacy concerns, lack of certain services or restrictions on services. 3 Integrated The Integrated EAP combines an in-house program with the services from an external EAP vendor. This type of program is commonly implemented by large labor unions or self-insured corporations. This method combines the evaluation process, actual services and employee benefits responsibilities together under one umbrella management group. This has proven to reduce conflicts and misunderstandings because these services, which remain separate in most companies, unify all aspects of an employee’s concerns regarding an EAP program. Integrating the programs reduces administrative costs and improves efficiency which lessens employer expenses. We will write a custom essay sample on Employee Assistance Programs or any topic specifically for you Only $17.96 $11.86/pageorder now AT&T has utilized an integrated EAP for the past decade. 4 Compliance A Compliance EAP is designed to be a cost-effective way for employers to comply with government regulations generally regarding substance abuse in the workplace or the perception that systematic drug testing is needed in a particular job description at that company. The employer usually implements a Compliance EAP as a cost-savings measure with the focus being on counseling for known abusers, medical evaluation services and a testing program. 5 Wrap-Around Small employers use what is termed a Wrap-Around EAP to allow employees and their family’s access to clinical psychologist or other health care professionals at a preset price. This was developed by small employers as a reaction to limitations placed on services by managed care organizations (MCOs). â€Å"MCOs are increasingly restricting provider panels and networks, thereby imposing significant restrictions on the EAP-client relationship †¦ (and) insurance companies continue to dictate treatment protocol under the banner of cost efficiency. †6 This results in loss of access to many health care options by employees of smaller firms. Large businesses are better positioned to counteract restrictions placed on their benefit package by the MCO but have the financial and organizational resources to construct personalized benefit programs.