Comments on: What Does a “Free” EAP Really Cost? Better Get Out the Checkbook. http://blog.perspectivesltd.com/2009/06/16/what-does-a-%e2%80%9cfree%e2%80%9d-eap-really-cost-better-get-out-the-checkbook/ Our business is to keep your employees engaged in your business Wed, 07 Sep 2011 06:23:13 +0000 http://wordpress.org/?v=2.9.1 hourly 1 By: Kathy Greer http://blog.perspectivesltd.com/2009/06/16/what-does-a-%e2%80%9cfree%e2%80%9d-eap-really-cost-better-get-out-the-checkbook/comment-page-1/#comment-199 Kathy Greer Sat, 14 Nov 2009 23:36:07 +0000 http://blog.perspectivesltd.com/?p=335#comment-199 The tide seems to be turning on the free EAP issue. We are finding that companies are getting wise to this and and slowly moving back toward real service. I am more disturbed these days with the bundled programs that companies are purchasing from large health insurance companies. These programs have very little to do with EAP work. Last week, an employee reported to us that she called her new (bundled) EAP and they wanted a name, insurance number, and social security number before they would talk to her. We were surprised so we called the number and found out it was true. In addition to the red tape, these programs have no worksite presence. The EAP simply consists of a few sessions with a network therapist before psychotherapy is approved. In addition to the comments above, a real EAP helps with wellness integration, works toward getting employees back to work, helps with preventive care, and reaches out to employees in a proactive way. An EAP provides a safety net for employees by being visible all the time, not just in a crisis. The tide seems to be turning on the free EAP issue. We are finding that companies are getting wise to this and and slowly moving back toward real service. I am more disturbed these days with the bundled programs that companies are purchasing from large health insurance companies. These programs have very little to do with EAP work.

Last week, an employee reported to us that she called her new (bundled) EAP and they wanted a name, insurance number, and social security number before they would talk to her. We were surprised so we called the number and found out it was true. In addition to the red tape, these programs have no worksite presence. The EAP simply consists of a few sessions with a network therapist before psychotherapy is approved.

In addition to the comments above, a real EAP helps with wellness integration, works toward getting employees back to work, helps with preventive care, and reaches out to employees in a proactive way. An EAP provides a safety net for employees by being visible all the time, not just in a crisis.

]]> By: Dale Ball http://blog.perspectivesltd.com/2009/06/16/what-does-a-%e2%80%9cfree%e2%80%9d-eap-really-cost-better-get-out-the-checkbook/comment-page-1/#comment-102 Dale Ball Thu, 03 Sep 2009 17:51:29 +0000 http://blog.perspectivesltd.com/?p=335#comment-102 I absolutely agree. I also work in the industry and have the pleasure of representing another EAP provider who believes in a high touch approach. Human lives are not cheap or free and should not be entrusted to a program that is thrown in as an afterthought. I absolutely agree. I also work in the industry and have the pleasure of representing another EAP provider who believes in a high touch approach. Human lives are not cheap or free and should not be entrusted to a program that is thrown in as an afterthought.

]]> By: Bernie Dyme http://blog.perspectivesltd.com/2009/06/16/what-does-a-%e2%80%9cfree%e2%80%9d-eap-really-cost-better-get-out-the-checkbook/comment-page-1/#comment-48 Bernie Dyme Sat, 20 Jun 2009 22:27:54 +0000 http://blog.perspectivesltd.com/?p=335#comment-48 Thanks Scott. You are right on target and it is nice to hear it from someone who has been an active Employee Assistance Professional for so many years. There is no doubt that things need to change to meet the many changing needs of our clients and customers but in so doing we can't lose sight of the main reason for EAPs; to help employees live more productive lives and therefore contribute to their companies. That connection between employee and employer is what leads to business success. To do that, "free" just doesn't cut it. Thanks Scott. You are right on target and it is nice to hear it from someone who has been an active Employee Assistance Professional for so many years. There is no doubt that things need to change to meet the many changing needs of our clients and customers but in so doing we can’t lose sight of the main reason for EAPs; to help employees live more productive lives and therefore contribute to their companies. That connection between employee and employer is what leads to business success. To do that, “free” just doesn’t cut it.

]]> By: Scott Cullen-Benson http://blog.perspectivesltd.com/2009/06/16/what-does-a-%e2%80%9cfree%e2%80%9d-eap-really-cost-better-get-out-the-checkbook/comment-page-1/#comment-47 Scott Cullen-Benson Thu, 18 Jun 2009 21:27:50 +0000 http://blog.perspectivesltd.com/?p=335#comment-47 I have worked in the Employee Assistance profession for the past 25+ years and Bernie's observations about "free" EAPs in this blog and in his previous April blog on the same topic are absolutely right on. What really happens with a "free" EAP is that the program is very rarely if ever adequately marketed to employees and their family members - especially their family members who often never even know a company based EAP exists. What makes EAP unique is that we have numerous customers that we serve. Of course there is the employee/family member who is in need of service, but there is also the company that is providing the EAP service who depends on the EAP for consultation around behavioral health related issues. A good EAP program will not only be available for this higher level of consultation but will also have a relationship with the company. The EAP program will understand company policies, manufacturing or service needs and HR and legal policies that may be unique to one's particular industry. I can just about guarantee that a "free" EAP will not have the wherewithal, infrastructure or inclination to develop that level of consultation service. Let the buyer beware. You get what you pay for. I have worked in the Employee Assistance profession for the past 25+ years and Bernie’s observations about “free” EAPs in this blog and in his previous April blog on the same topic are absolutely right on. What really happens with a “free” EAP is that the program is very rarely if ever adequately marketed to employees and their family members – especially their family members who often never even know a company based EAP exists.
What makes EAP unique is that we have numerous customers that we serve. Of course there is the employee/family member who is in need of service, but there is also the company that is providing the EAP service who depends on the EAP for consultation around behavioral health related issues. A good EAP program will not only be available for this higher level of consultation but will also have a relationship with the company. The EAP program will understand company policies, manufacturing or service needs and HR and legal policies that may be unique to one’s particular industry.
I can just about guarantee that a “free” EAP will not have the wherewithal, infrastructure or inclination to develop that level of consultation service.
Let the buyer beware. You get what you pay for.

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