Lt. Governor George Ryan Plots the Details ~; with EAPA Chapter

EAPA Exchange 1989

Item Type Newsletter/Magazine

Publication Date 1989

Keywords Alcoholism and employment--United States--Periodicals; Drugs and employment--United States--Periodicals; Employee assistance programs--United States--Periodicals; Employee Assistance Professionals Association (U.S.); Employees-- Counseling of--United States--Periodicals

Publisher Arlington, VA: Employee Assistance Professionals Association

Download date 23/09/2021 14:18:31

Link to Item http://hdl.handle.net/10713/6983 C" `

.. -~,:' ~:~;,,, t

Lt. Governor George Ryan plots the details ~; with EAPA Chapter members and the Department of Alcoholism and Substance Abuse ,, 0 ch one of the~~e emp to Y e~~s ~~as a drugp mblem?

All of them do... Because if only one of these em- leads to selection of the most appropriate ployees is a substance abuser, then all of treatment program, which is further en- the other employees, including you, are hanced by specialized aftercare and moni- adversely affected as well. toring services. Treatment team members Substance abuse is a major include Board Certified psychiatrists, problem at many companies today. clinical psychologists, psychiatric social Chances are, your company either has a workers and substance abuse counselor substance abuse problem now, or will specialists with certification in their field. have one in the future. The Twelve Step Programs are empha- Timberlawn Psychiatric Hospital sized throughout the recovery process. has a range of treatment options, individ- At Timberlawn, we understand the ual and group therapy programs, and unique challenges faced by your company other recovery-oriented services all today. Call us for more information on geared toward helping the substance how we can be of assistance. abuser. An individualized evaluation

PSYCHIATRIC HOSPITAL 4600 SAMUELL BLVD.• P.O. BOX 11288 •DALLAS,TEXAS 75223 •(214) 381-7181

~ `. • • e u tip ier ect WHEN A SOCIAL survey of employer CONCERN such as EAP-and drug-testing homelessness is at- an u is o icy programs conducted tacked on several fronts, by DoL's Bureau as is occurring in the United States with state and municipal of Labor Statistics. governments and private enterprises,. they can synergisti- ON THE STATE LEVEL, our lead feature is about a tripart cal lytransform simple concern into a ful I-fledged movement small-business SAP development project in Illinois between that is fueled by the genuine convictions of the participants. the Lt. Governor, acabinet-level substance abuse and This is one manifestation of the "multiplier effect," a alcoholism prevention department, and the state's EAPA phenomenon whereby the sum of the parts or activities is chapter. Another is about a similar initiative on the drawing smaller than the actual outcome. board in Michigan, and a third, in New York State, will run There are signs that the EAP field is benefitting from the in December. Additionally, last month's issue publicized multiplier effect, too. Evidence is contained in this issue of the bridge-building in Arizona between the governor and EAPA Exchange, which reports on a variety of EAP-related our local chapter. public policy undertakings in federal and state government and among EAPA chapters. WHAT ARE THE DESIRED outcomes of the multiplier effect created by these and other initiatives? EAPs will be THE GOVERNMENT, PERTAINING TO FEDERAL one further solidified as a mainstream human resources tool in article is a policy analysis of the National Drug Control business &industry, and we will have gained firm footing Strategy which was issued by The White House on Sep- among small and mid-size businesses, which hitherto have tember 5. It advocates EAPs as the singlemost effective been in the hinterlands of the EAP domain. labor and management tool in the national anti-drug cam- EAPA will reap the benefits as more EAP professionals paign and builds on the statutory requirements of the Drug- join our ranks and as more chapters are formed in second- Free Workplace Act of 1988. Also featured is the occupa- and third-tier metropolitan areas. tional programming work of the National Institute on Drug Abuse (NIDA), which has established itself as a bona fide advocate of EAPs. Other articles pertain to the announce- ~~ ment of EAP-development grants from the U.S. Department of RUDY . YANDRICK Department of Labor(DoL) and the results on a 1988 EDIT

'' i 1'' 1 1 1' 1' 1 GrI~ •ASSOCIATION• EXECUTIVE OFFICERS COMMITTEE CHAIRPERSONS Tom Pasco, President Claire Fleming, Advisory to Tamara Cagney EAPA Exchange Vice President—Operations Jane 011endorff, Annual Meeting STAFF Don Magruder Site Selection Thomas J. Delaney, Jr. Vice President—Administration Sally Lipscomb, Benefits Executive Director Marcia Nagle, Secretary Jim Roth, Bylaws Judith Evans, Associate Director Bob Challenger, Treasurer Jack Dolan, Consultants Rudy M. Yandrick, Editor Jesse Bernstein, Development BOARD REGIONAL MEMBERS Daniel J. Molloy, Education and Training Boy d W.Sturdevant ~ Jr. Gary Atkins, Ethics PUBLISHED BY: Central Region. Representative John Hooks, Ethnic &Cultural Concerns The Employee Assistance Professionals Parker Kevin Thomas Murgitroyde, Labor Association, Inc. Eastern Region Representative Barbara Feuer, Legislative and Public Polic 4601 N. Fairfax Drive Midgie Brawley William O'Donnell, Membership Suite 1001 Southern Region Representative Mary S. Bernstein, Program Managers Arlington, VA 22203 Roger Wapner Andrea Foote, Research Telephone (703) 522-6272 Western Region Representative Bradley Googins, Special Projects William G. Durkin Debra Reynolds, Standards 1989 by Employee Assistance Professionals International Region Representative Vacant, Treatment OO Association, Inc. Reproduction without writ- Morris Golden Joanne Pilat, Women's Issues Canadian Region Representative ten permission is expressly prohibited. Publication of signed articles does not consti- Daniel Lanier, Chairperson, Employee tute endorsement of personal views of authors. Assistance Certification Commission

NOVEMBER 1989 EAPA EXCHANGE TABLE OF CONTENTS

Ihcy'rc chartin~~ fc~rrr(~~ry in sf~ai~~h of nc~v EftP lron(ic~i_s! On (hc~ cover r~(Il~is m~~nfh's icsuc arc sonic of the kcy pl~lyc'c5 of(hc ll- Imois Small L3u5inE~ss 1;1P lnitia(ivc..Shutt~n ~vill~ l L Govcrnu~ (~c~i>irc (ZVan, i-vho is si(- (in,~ arc (I-r):.Shcrla A~fr~na;;l~an, 6°1P~1 Illinois Chap(a l~icc:~ P~<~s~ide~n(; Paul h1<~i~len, Prc~si- dcnt; hfichacl S(rodc>~r, ~~~lio for m<:~nl~ vca~s has been ~~ lir~rsnn loch-i~~~cn fhe c ha~~(cr and 51~r(c agencies; ~~nd William ~1ticins, dirc~ctur of Illinois' ~~cp7rm~enP u( ~llcuholisn~ ~~nd Si~bSl~~ncc A!>usc. lh~~ cove'r photo ~v<~s tal~en fir ~(al~~ of Ulinoi~ s(<~lf F lu>(o~;raF~hcr A~lat( Fcr,~;~uson.

STATE PUBLIC POLICY OTHER FEATURE 14 26 The Illinois Small Business EAP Initiative: With Friends in Coit~munal Sober Living: After Treatment, Oxford House High Places, the Illinois Chapter Will Reach to All Corners Answers the Question of "What Next?" of the State

~O DEPARTMENTS Four Michigan Chapters, State Agency, are Pooling their Resources for an EAP Development Drive 3Editor's Comment FEDERAL PUBLIC POLICY 5 From the Executive Direcior 10 Policy An~~lysis: The President's Nationll Drdig Control Q News From the Outside Strategy; EAPs are The Workplace's Response Mechanism ~ USA l~~~clay Ie~lures E/Il'.~ iri le~icl article to National Drug Problems

~~ EAP 22 More InfoTracks NIDA's Workplace Policy Research branch: A Fresh Perspective From Inside the Door 3~ Index of Advertisers

EftP lnlo 1racks: 34 The Business Page l l~~w on~~ l~<:~nk in an <~r ~~~iisi(i~~n grot~t~th ~~hase ~~ i5 dc~vclnpin,~,~ it.s CAP sc i v~cE~~ The Department of Labor Announces l'3 EAP Development Grints r1/SO o(intci~csl:

29 7 RaE~id Response Sezrches Bureau of Labor Statistics Publishes Data on the Incidence of Workplace Anti-Drug Programs

4 FAPn EXCHANGE NOV[M[~FR 19tj9

4 FROM THE EXECUTIVE DIRECTOR ~~ ~9d ~~

by Thomas J. Delaney, CEAP letting Dick Bickerton know who the EAPA Executive Director "National EAPA and its chairpersons are on the chapter legislative and public policy committees state legislative activities and what bills are pending in their leg- Most state legislatures convene at should focus on islatures. The EAPA Exchange will re- the beginning of each calendar providing information r port on the proposals, but that infor- year. Therefore, November mation must be made known to us by and December are the months when and educating our the chapters. EAPA chapters should decide whether publicly elected officials Some people are naturally more in- they want to actively work with their terested in legislation and other gov- state legislatures during the following and their staffs about ernment activities than others, espe- session so, issues neecl to and, if what ISSUeS.~~ ciallythose people who ire positionecl be addressed and activities planned. closely to public policy in their jobs States with multiple chapters should and careers. Given my undergraduate clesignate a committee to coordinate major in government, it fascinates me all of their state public policy activity. WORKING WITH THE CHAPTERS that "activists" who see government as The names of the chapter legislative Since EAPA President Tom Pasco ap- having a major role in a particular chairs should be submitted to Dicl< pointed Barbara Feuer to be chair of issue usually are the ones whom legis- Bickerton at the National EAPA office. the Legislative and Public Policy Com- lators hear from. Conversely, people National EAPA and its chapters must mittee in May, she has been working who view government as having a be in compliance with the provisions closely with staff on public policy less-important role usually shy away of Section 501(c)(3) of the U.S. Tax guidelines for the states. A handbook from these activities. Just the same, Code. The chapters should be aware is being developed, and the first sec- every member's clues, assessments that the IRS says that our tax status pre- tion of it wi I I besent tothe chapters be- and conference fees, etc., help to fund dudes us from devoting any substan- fore the close of 1989. Barbara has our public policy activities, so every- tialamount oftime, money or other re- been helping me design a process that oneshould be involved in the process. sources toward lobbying. This means will maximize the efforts of National On October 4, I was one of the that National EAPA and its state legis- EAPA's committee and staff so that we panelists at a workshop on EAPs pre- lative activities should focus on pro- may be of assistance. This will require sentecl by the Human Resources Divi- vicling information and educating our the active plrticipation of chapters by sion of the American Gas Association. publicly elected officials and their staffs about issues. Since we collec- tively are the experts of the EAP fielcl, A11 Four Bylaws Amendments are Approved our educational role should be quite ~nPA has ann<~ui~c~ccl the i~sulls I~hc same pr<~~x~~al ~;i inls n~x n~lx~r- natural to us. Generally, elected offi- ~~f ~l ballot vote of in~ln~idual, 5hip sl~tu~ under [he n~~~n~ cat~goiies cials welcome the input of professional vo[ing members to amend the a5- v( N1emf~er Emeritus and Rctirecl associations because they recognize sociation's Bylaws. I~hE~ vole oc- Member. Dues f~~rstuclen[ and or- thlt these organizations are the best currccl in ,'august by mail. nll lo~ir ~anizational m~:mbcr~hi~~s~lsoir~- source of knowledge about issues that proposals on the k~~llo~ were 1E~- ~rcasecl. the public wants legislated. pr~ovecl a~icl a~~<~ ~~ilecliv~~ imn~c- 2) t he number n( rc~;ions in the In 1990, two subjects which will be clialcly. Ileie ~u~~ thc~ f3yla~v5 Unitccl 5t~~tes i~~<.rea5c~~ from (our considered by most state legislat~n~es cf~~~n~;es. tQ ~I~fll. WIr{l I~IE 1W0 fl~t~l~lll~lOfll~ availability and cost of health are the 1) Associate members can vole in regions, whidi remain ~n~ch~~n~;cc~, care and problems related to illegal ch ~F~tei~ affairs if a chapter amends there ~trc now I 0 El~PA regions. drugs. EAP practitioners have hands-on its own byl ~ws to allow iL i\s with 3) The Ethnic &Cultural Concerns experience as well as the knowledge all cf~aple~~ bylaws arnE:nd «~enls, Commitlec h~~5 l~ec:n ii~sfalled ~s a which legislators need in order to draft this cha~~gc.~ would rec~uirc tl~e ap- permanent, standing con~i>>i[lee bills nn EAP-related subjects. It is to ~roval cif National FAPA's Board. A of Che F~oard of Directors. our ldvantage to provide input when simplified procecl~n~e for [hc change 4) The Ler;isl

NOVEMBER 19II9 EAPA EXCHANGE j Advisory Committee to EAPA Exchange Winston Gcorgc, STM, MSW,CEAP

Another panelist was the medical di- one role of EAPA will be to assure co- rector of a major New Jersey utility. ordinated and complementary state The gas industry must comply with a and national public policy activities U.S. Department of Transportation that comply with the government edicts. Appointed by regulation entitled "Control of Drug committee chair Claire Fleming, Use in Natural Gas, Liquified Natural MODEL DRUG-FREE Winston George becomes the fifth Gas and Hazardous Liquid Pipeline WORKPLACE LEGISLATION member of the Advisory Committee. Operations." The medical director ob- FOR THE STATES Winston is director of Chemical Depend- served that EAPs are being legitimized ency Services for the International through government regulations, such In last month's column, I mentioned Ladies Garment Workers Union in New as the DoT, Department of Defense, that President Bush recommended, in York City, a position he has held for five Nuclear Regulatory Commission and his September 5 television address, years. He is also assistant director of the the Drug-Free Workplace Act. He that every corporation should have an ILGWU Members Assistance Program. went on to say that although he per- EAP. This is a great endorsement for sonallythinks that government should our field and is a new opportunity. The goal for adrug-free workplace and, avoid telling corporations how to op- ful I strategy which the President sent to generally, healthy workers. Our ex- erate EAPs, that is unlikely. What is Congress indicated that Dr. William periences should be shared with legis- more likely, he says, is that the more BennetYs office will convene a federal lators and their staffs. The special Man- government moves to promote EAPs, interagency group to draft model legis- aged Care Committee which EAPA the more it will define, license, moni- lation for drug-free workplaces in state President Tom Pasco appointed, which tor and/or regulate EAPs. Therefore, and local government for their con- is chaired by Sally Lipscomb, is very tractorsand grantees. It is to "...reflect close to completing a draft document key components of the Drug-Free which will be published as a mono- Workplace Act of 1988 and the Presi- graph. This will be a useful resource to LOGICAL dent's Order for aDrug-Free Federal legislators who are considering the im- Workplace." This activity needs to be pact of managed health' care. AI- closely monitored by all levels of though EAP and managed health care SYSTEM EAPA. Its outcome is likely to affectour are each unique, they need to be able lives greatly. to work together. SOLUTIONS There are some who may question Earlier this year, the membership whether a "model" drug-free workplace approved a Bylaws amendment INC. is needed. Florida already has a law. changing the name of the Legislative There is one pending in the California Committee to the Legislative and Pub- legislature. Some people even suspect lic Policy Committee. The change re- that this is just a ploy to do an end-run flects the fact that there are activities on Congress by trying to force the by executive and regulatory agencies states to adopt legislation that endorses which impact the legislative branch, employee drug testing. Congress has as wel I as the EAP field. This is equally never done this. If drug testing be- true on the state level. EAPA chapters comes the focus of state legislation, generally have a working relationship the new Maine law is an excellent with state drug and alcohol agencies, model because it puts the emphasis on but the governors and mayors, as well EAPs. EAPA's Maine Chapter was in- as health departments, municipal volved in developing that law. agencies and a host of others, are also In September, I spoke at events spon- involved with EAP agencies and can sored by EAPA's Indiana and New Jer- benefit from the advice of EAPA. Many sey Chapters. At both, a lot of concern states have followed the federal gov- was expressed about managed health ernmentand designated a "drug czar." Logical System Solutions Inc. care costs. Again, most state legis- (Congratulations to our own Riley P.O. Box 431 latorswill be looking at health costs in Regan, who was appointed in New Croton, N.Y. 10520 1990. EAP professionals have a lot of jersey!) These people are looking for (800)421-6429 valuable knowledge about the way ideas, and we have the- information that these efforts help or hinder the they need. ❑

EAPA EXCHANGE NOVEMBER 1989 1 ~ i ~ i ~, 5, .~ ~ j ` 1 ~ ~ ~ 1 i '~ j~~~L__J/! ~ `,- f .~~ i ~ ,I ~tjf ~~ '' '~ ' 1ÌEED I1ÌFORMATIOIY FAST? WE'LL DO THE FIlÌDIIÌG ~ /adn~ ,~J~n r,lui,~O~d~MYnrin I a ~~ ÀND PRESENT YOU WITH THE FACTS ;~ ~ It's easy. It's efficient. lt's the EAP field's most authoritative the right of each title. Mail the form with your check or i ~ resource for complete information on any related subject. purchase order to EAPA,4601 N. Fairfax Drive, Suite i The Employee Assistance Professionals Association's 1001, Arlington, VA 22203 (Virginia residents: please EAP Resource Center has updated its Rapid Response add 4.5% sales tax). ~ Search September 1989. The prices dis- offerings to Please note these restrictions: i ~ played are in effect until March 1'990. •The minimum order is $5.00. e Here's how to order. Check the boxes to the left of the •Advance payment is requested. ~ i titles you want. Write a check payable to "EAPA" for the •Only purchase orders will be invoiced. ~ ~ total amount of your order, based on the prices shown to ~

~ TITLE PRICE ❑ E/1PResponse ...... 50 ❑Management Information Systems .... 11.00 i iD Academia: Creative Use of EAPs ...... S 4.00 ❑Employer Investment in EAPs ...... 50 ❑Management Overviews/Barriers ...... 13.00 ~ ~ ❑ Akercare ...... 6.50 ❑ FourMostPrevalentWorkp lace ❑ Marketing ...... 5.50 i Drugs ...... ,...... 2.00 ❑ Marketing/Internal ...... ,....,..... 4.00 ~ s ❑AIDS in the Workplace ...... 37.00 ❑ G/obal Dollarlmpact/fVcohol and Health ...... ,...... 6.50 ~ ~ ❑Assessment ...... 3.00 ❑Mental ~ ~ D Audiovisual Reviews ...... 27.00 Other Drug Use ...... 50 ❑Minorities/Handicapped ...... 29.00 ~ ~ ❑ Behavioral Assessment: ❑Impact Upon Job Performance ❑Needs Assessment ...... 2.50 ~ ~ Risk-Taking ...... 17.00 Measures ...... 50 ❑ Nursing ...... ,.,.,...... ,...... ,... 2].00 ;~ jD Benefits, Manager's Guide ...... 4.00 ❑ Incidence/Prevalence(Presenting ❑ Orientation/Training ...... 2.00 ~ O Bibliography, Drug Testing ...... ].50 Problem) ...... 1.00 ❑Policy ...... 9.50 ~ Consequences ofEAPs ...... 1.50 ❑ Policy/Procedures/Practice ...... 6.50 ~ ~ ❑Career Development I ...... 11.50 ❑Positive Versus Treatment ,....,... .50 /PDs ...... ,.....,...... 2.50 ~ ~ ❑Career Development II ...... 6.00 ❑Termination ❑Positions jO Casefinding ...... 2.50 O Testing for Drug Use ...... 3.00 ❑Pricing EAP Services ...... 1.50 ~ ~ ...... 3.00 *These fact sheets are a new feature ❑Productivity ...... 8.50 ~ ❑Caseload Models/Influences ...... 28.00 i ~ ❑Case Management ...... 7.00 of the Rapid Response Searches. ❑Program 4.00 Alcoholism ...... ,...... 1.50 ~ ~ Bargaining ...... D Gambling ...... 1.50 ❑Programs: i❑Collective~ Sample ...... 1.50 ❑Public Sector EAPs ...... ].50 ~ ❑Contract ~ Health Promotion and EAPs ...... 10.00 ~ Services ...... 1.50 ❑Referral ...... 7.50 ~ ❑Contract ""' ❑Health Promotion/Worksite ...... 10.00 ;~ t~ Benefit Analysis(How to) ...... 6.00 ❑Relapse ❑Cost Wellness ...... 13.50 in EAP Field ...... 10.00 ~1 ❑Cost Benefit/Cost Effectiveness ...... 40.50 Education EAPs (Listing) ...... 4.00 ❑Salaries ~ ❑ ]3.00 ❑Higher EAP Contractor ...... 1.50 ~ 1 Cost Impact/Offset ...... '" " Education Curricula ...... 25.00 ❑Selecting ~ 1 Becoming/i'raining ...... 4.00 ❑Higher D Smoking ...... 15.00 ~ ❑Counselor, Higher Education Programming ...... 15.00 ~ D County EAPs ...... 4.50 ~ /Organizational Development ...... 19.00 ~ ,...... 26.00 ❑Staff ...... :...... 3.00 ❑History ❑State Resources/Services ...... 12.50 ~ i❑Crime~ ...... 10.50 O Illnesses Accompanying Substance Job-Related ...... 18.00 i~ ❑Diagnosis Abuse ...... :...... 6.50 ❑Stress, t Employees ...... ]7.00 Programming 1 ❑Disabled 6.00 ❑SupervisoryE ~ t ❑ Drug Awareness/Prevention ...... 5.00 ❑Implementation ...... ( ducation/Training) ...... 15.00 ~ ❑ Incidence/Prevalence ...... 3.00 g ~ i D Dru Testin ...... , , ,„ ,. 12.00 /Si ns ...... ,...... ,... 6.00 9 9 /Health-Care Utilization ❑Symptoms ~ Testing: An EAP Perspective ... 7.00 ~ Insurance ❑ Trainin g ...... 2.50 ~ ❑Drug Cost ...... 17.50 Drug Types/Effects ...... 18.00 Professionals/Euecutives ..... 8.00 ~ iO ...... 11.00 ❑Troubled ~ s ❑ EAP Competencies ...... 3.50 ❑Job Loss Health-Care Providers ...... 3.50 ~ Law: Anti-Drug Abuse Act ❑Troubled EAP Function/Staffing/Positions ...... 5.00 ~ and EAPs ...... 13.50 ~ ~ of] 988 (Summary) ...... 5.00 ❑Unions o❑❑ EAPs Internal/E'xternal (Assessing) ..... 2.50 ...... •• •• • •~ • • • • • • • 17.00 t of Patient ❑Utilization EAPs:InUa -and Extra-Organizational ❑Law: Confidentiality and Families: Child Care ...... 13.00 ~ ~ Records ...... 11.00 ❑Work❑ i❑ InFluences ...... 3.00 y~/ork and Families: Eldercare ...... 3.00 t Law:Drug -Free Workplace Act EAPs: Issues and Trends ...... 7.00 ~ and Families: General ...... 10.00 ~ of ...... 4.00 ❑Work i❑~ ❑ EAP Program Models/Essential 1988 ~ •• • • • • • • • Year 2000 ...... 18.00 ~ ~ Drug Testing ...... 1.50 ❑Workplace: ~ t Ingredients ...... 13.50 ❑Law: ~ Duty to Warn ...... ,.,....,...... 7.00 ❑ EAP Rationale ...... 20.00 ❑Law: i Law: NIDA Guidelines/Drug Cost of Searches $ ~ Anti-Drug Programs ...... 8.00 ~ ~ Testing ...... 4.00 j❑Employer❑ Enabling ...... 3.50 Virginia residents i Law: Privacy Act of 1974 ...... 4.50 ...... 7.00 ~ add 4.5% sales tax ~ Law: Traynor/McKelvey v. ~ i❑Ethics /Benchmarks ...... 16.50 ~ ❑Evaluation Turnage(VA) ...... 7.00 System,Employee Law:Vocational Rehabilitation TOTAL $ i i❑Evaluation~ Counseling Service ...... 4.00 O i ~ Act(1973) ...... 4.00 ~ ~ FACTS ABOUT...* ❑Law: Vocational Rehabilitation ~ ~ ~ ...... ].00 Act(1974) 2.00 ~" r ` ~~ ~ 1 ❑Absenteeism ~ ❑Drug-Free Workplace D Managed Care I ...... ]8.50 ~" ~ ~ Regulations ...... 1.50 ❑Managed Care II ...... 22.00 `~~~? i Please rush the Rapid Response materials to: ~ ~ ~~QJ

~ NAME ORGANIZATION %erect~,`~ goo ~~ i ADDRESS ~O~► J$ i______..______..______~~_------_.. ,~,~o~ ,, NEWS FROM THE OUTSIDE USA Today Featu res EAPs i r~ Lead Story

's the theme of "drugs in the work- incidence of employees who "drink It then segues into this passage on place" just a passing fad with the heavily," which is contrary to clata that testing: "To determine which employ- media or will it still be a prominent have been compiled by both EAPA ees have a substance abuse problem, issue this lime next year?...and the and NIDA. more companies are turning to man- year after? It's hard to tell, but for now The article also considers the~cost datory drug testing. No longer is drug the bright lights of the media are shin- factor which concerns most companies. testing considered an option for large ing squarely on EAPs. It cites statistics that U.S. companies firms." The October 11 edition of USA are expected to pay more than $500 As is often the pattern with media re- Today ran a lead story entitled "More billion for health benefits this year, ~t ports which cover both EAPs and drug firms help workers kick addiction: As- least 10% of which will be linked to testing, the USA Today article fails to sistance plans help companies cope as chemical dependency. clearly delineate the relationship be- well; stress often I

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NOVEMBER 19II9 EAPA EXCHANGE 9 The President's National Drug Control StrategY : EAPs are The Work place's Resp onse Mechanism to National Dru Problems

President Bush's National Drug Strategy was mandated in the Anti- for researchers and intelligence Control Strategy was released on Drug Abuse Act of 1988 by Congress, specialists. Our policy analysis which September 5. Since then, it has which had the foresight to require the follows comments on EAP-related played to mixed reviews in the media. administration to revise the Strategy parts of the Strategy and their niche in Critics have argued that recommended annually, beginning on February 5, the larger anti-drug movement. funding levels for the various supply- 1990. That's right...an update to the sideand demand-side anti-drug programs Strategy is due out in a couple of THE DICHOTOMY OF ISSUES espoused in the Strategy are too low. months. Proponents claim that funding alone is Like the Drug-Free Workplace(DFWP) It came as a pleasant surprise that Pres- not the solution to the national drug Act, which was passed as part of the ident Bush, during his nationally tele- dilemma, and that the document pre- Anti-drug Abuse Act, the Strategy is a vised speech on September 5, advo- sents amultifaceted solution based on cornerstone document on which we cated the implementation of EAPs as realistic goals. hope a transgenerational war against the most effective way for employers A report of this breadth and depth drug abuse and addiction will be to contribute to the national anti-drug impinges on the work of many con- waged; one which will realize the cause. The specific passage in the stituencies. It is doubtful that all of the most potent weapon ofall—an intoler- Strategy which pertains to EAPs is the priorities of any single special-interest ance to drug abuse by all of society. following: group will be met in this document. The Strategy's demand-reduction As early as the 1940s, corporations But it is commendable that President sections are entitled: Drug Treatment; began to recognize the effect of al- Bush and his designated yeoman, Wil- and Education, Community Action, cohol impairment on productivity, liam Bennett, whoisdirectoroftheOf- and the Workplace. The portions de- and they established Employee Assist- fice of National Drug Control Policy voted to supply reduction are entitled ance Programs (EAPs) to identify and (ONDCP), present the Strategy as the The Criminal Justice System, Interna- arrange treatment for alcohol abusers. first step in a long, uphill trek which tional Initiatives, and Interdiction Ef- Today, over 80 percent of large U.S. has no shortcut to completion. The forts. The Strategy includes agendas firms have EAPs, and 3 7 percent of all

10 EAPA EXCHANGE NOVEMBER 19II9 It is commendable that President Bush and his designated yeoman, William Bennett...present the Strategy as the first step in a long, uphill trek with no shortcut to completion.

American workers are employed by fellow workers. And third, EAPs help companies with EAPs. Many of these employees who have drug problems plans—but by no means all—have by referring them to treatment, coun- been expanded to include treatment seling, and rehabilitation. (page 56 of and counseling for employees who the Strategy) use illegal drugs. When combined with clear policies It is a credit to the professionals in on illegal drug use, Employee Assist- EAPs, especially those who originally ance Programs can benefit both em- helped to set up programs that are now ployees and employers in several well-established in major companies, that our field has earned this endorsement. Stated differently, it's another payoff for years of hard work and repu- tation-building. We, as the EAP field's contemporaries who reap the benefits, would do well to keep this in mind. Forthe record, when ONDCPdid its preliminary information-gathering, EAPA Executive Director Tom De- laney met with William Bennett on March 24. It did not become clear until President Bush's speech, however, that EAPs were being considered as a viable weapon in the Strategy.

The Strategy includes a discourse on drug treatment. Increases in federal funds are recommended in order to expand the number of available treatment slots and the range of treatment methods, but not without steps to assure quality treatment. The plan pro- poses to: Hold treatment programs receiving Federal funds accountable for their effectiveness; improve coordination among local treatment facilities to match resources with needs; improve the referral process; encourage treatment facilities to improve coordination with social, health, and employment agencies...(Appendix B, page 102). It is apparent that ONDCP considered the role and responsibilities of treatment programs. Just as well-managed EAPs have done for years, triage is recommended (in practice, if not in name) to responsibly match drug-de- pendentindividuals with proper treat- mentplans.

NOVEMBER 1989 EAPA EXCHANGE 11 The Strategy also states that the Bush administration will propose amend- The Strategy contains some very favorable language ments to the Public Health Services Act inducing states to: for EAPs, as well as some potentially constraining •develop performance criteria for policies. Much will depend on the extent to which treatment facilities, on which funding Congress enacts those portions which require passage allocations will, in part, be based. These criteria will reflect the effective- into law...or rebuffs therx~. ness of the facilities in treating drug users, the cost effectiveness of treat- patients, sanctions on patients who unrelated functions, except in the re- ment, the comprehensiveness ofserv- continue to use drugs while undergo- ferral of positive test-takers to treat- icesoffered, andtheseveriryofim~air- ing treatment, sanctions on employees ment. In the section on the workplace, ment ofthose treated. who use drugs, and controls on the di- however, the Strategy confuses the For ~ develop a mechanism to match drug version of drugs intended for use in separation of responsibilities. in- users with an appropriate treatment treatment. (page 102) stance, one passage which commends a corporate EAP that is cited as an modality or specific treahnent center. The first two bulieted items read like exemplary program, states: /n the •develop a mechanism for increasing an adaptation of the micro- and business world, /BM's Employee As- the accountability ofthe treatmentsys- macro-linkages language in the "Core sistance Program is recognized as a tem through periodic drug testing of Technology of Employee Assistance model. lBM tests all job applicants for Programs" and is evidence that our drugs. if the result is,~ositive, the indi- contentions about holding treatment vidual is rejected from employment providers accountable for quality and MANAGEMENT TRAINING FOR and must w~~it six months before he individualized care are being heard by EMPLOYEE ASSISTANCE PROGRAMS can re-apply...(page 57). national policy makers. Further, it is The role of 16M's EAP is not properly consistent with the find report of the explained, and could be confusing to 1987 National Drug and Alcoholism some people, such as a manlger of a Treatment Unit Survey finding that small business with little or no human THE B5~% of aU drug and alcohol treatment resources training. Fortunately, how- is outpatient, despite the continuing ever, the language appears on the public perception that most care is in a page following the same descriptive 30-day inpatient setting. passage on EAPs which was refer- DRYDEN enced earlier in this analysis. DRUG TESTING COCAINE AND CRACK The third bulleted item above hits on a recurring theme: drag testing. The Consistent with what was reported in the FILE II Strategy cites Executive Order 12564, U.S. Department of Health and Human O MCMLXXXVIII Motivision, Ltd. handed down by President Reagan in Services' "Household Survey"(Septem- 19E36 which, among other things, di- berissue, page 34), the Strategy targets rects federal agencies to implement the problems presented by cocaine and UPDATED WITH NEW FACES, NEW drug testing programs by January 5, crack in the inner cities. Three years A SETi'INGS AND NEW ENDING. 1990 that are consistent with recent ago, cocaine and its derivative would 24 Minutes court decisions. The Executive Order have received limited fanfare in a Available on 16mm Color Fiim specifies testing for illegal drugs by document like this, when its heaviest and Video Tape(all formats). employees in sensitive positions, vol- use was still confined to California. untary employee drug testing, for The problems with cocaine have since Previews $25 U.S. Motivision, Ltd. reasonable suspicion, post-accident spread. Deductible Upon Purchase 2 Beechwood Road or unsafe practice, and treatment fol- Purchase Price $495 U.S. Hartsdale, N.Y. 10530 The cocaine threat is real—it is now Plus Shipping Call(914)684.0110 low-up when an EAP is involved. arriving in the United States in qu~n- Since testing first gained a toehold as tities that are hard to fathom. For in- ALSO ASK FOR A COURTESY PREVIEW OF in 1986, stance, on September 29 U.S. Drug "EAP•AT YOUR SERVICE!"TO ENCOURAGE a major workplace issue SELF-REFERRALS. LENGTH:8 MINUTES. EAPA has struggled to keep EAPs and Enforcement Agency agents raided a drug testing recognized as distinct and warehouse in Los Angeles. that con-

12 EAPA EXCHANGE NOVEMBER 1989

e tained 20 tons of cocaine worth an es- that any attempts in Congress to do so increased f~mds for the Department of timated street value of $2 billion. A would have jeopardized its passage. Labor's grant program for EAPs. Two few days later, the U.S. Coast guard When President Reagan enacted Execu- million dollars were appropriated for seized almost six tons of the clrug tive Order 12564, the administration fiscal year 1939, and in the Anti-Drug aboard aPanamanian-flag freighter in documented apro-testing position for Abuse Act Congress authorized $5 the Gulf of Mexico. By our estimation, federal agencies. million for FY 1990. Appropriations the document recognizes clrug abuse typically fall short of authorized fund- as a changing societal problem. CONCLUSION ing levels, however, and it remains to be seen what actual level is reached. GETTING THE STATES INVOLVED The Strategy contains some very favor- The Strategy is not a be-all-to-encl- able langulge for EAPs, as well as The Strategy recognizes that closer all. However, it is an encouraging step the some potentially constraining policies. in the federal government's preroga- its objectives are felt in American cities Much will depend on the extent to and neighborhoods, the better are the tive of stemming the use of illegal which Congress enacts those portions chances of achieving its objectives. It drugs in the United States. of the administration's proposals lauds states and for their localities which require passage into law...or This Policy Analysis was written by work and recommends that states pass rebuffs them. (The majority of the editor Rudy M. Yandrick with techni- tough anti-drug laws. Here is a passage: Strategy is based on current existing cal assistance from EAPA's legislative All State and municipal employers, in- law.) It will also be interesting to see consultant, Glenda Knight, and was cluding agencies, contractors, and whether the Strategy's endorsement of reviewed by Executive Director Tom grantees, should ~e required to take EAPs prompts Congress to appropriate Delaney. personnel action against employees found to be using drugs, or to be under the influence of drugs at work. Such action could include suspension, termination, or enrollment in a drug treatment program. ...States should review their labor laws to ensure that private employers are not legally precluded from implementing drug-testing programs (including pre-employment screening). (page 126) BREAKTHROUGH at Gracie Square Hospital* The Strategy also specifies that states is a highly respected and experienced center should enact their own drug-free work- for the treatment of alcoholism and/or substance abuse. place laws that are synchronous with Our Inpatient program offers detox and rehabilitation, the federal DFWP Act. The Strategy while our Outpatient facilities offer several options suggests that mode) legislation might including a 4-week intensive alcoholism program. be drafted that imposes drug-free Dual diagnosis treatment is available workplace provisions on employers on an inpatient or outpatient basis. which engage in contracts and grants BREAKTHROUGH has been approved for with state and local agencies, just as Blue Cross and most major medical insurance. the federal DFWP Act applies to contractors and grantees of the federal government. The model would reflect BREAKTHR~OiU~GiH the I

NOVEMBER 1989 EAPA EXCHANGE 13 ~~. THE ILLINOIS SMALL BI~SINESS INITIATIVE With Friends in Hig h Placeso the Illinois Chap ter Reaches to All Corners of the State

BY RUDY M. YANDRICK, EDITOR

BUREAU OF LABOR STATISTICS SURVEY DATA ESTIMATE THAT 31 % OF AMERICAN WORKERS HAVE ACCESS TO EAP SERVICES. The other 69%, then, constitutes the frontier of EAP development. The same BLS data confirm what many EAP professionals already know: rather than thinking big about blazing new trails, the time has come to think small; that is, small business, much of which is located in small towns. So profuse and so disparate are small and mid-size employers—defined in this article as work organizations with 350 employees or less—that harnessing new busi- nessfrom these work organizations can be like grasping for something solid in a swimming pool. All you get are handfuls of water. The EAP field needs more efficient ways of capturing a larger share of this elusive market, and EAPA's Illinois Chapter believes it has found a solution. It is embarking on a team project called the "Small Business Employee Assistance Program Initiative" with Lt. Governor George Ryan and the Department of Alcoholism and Substance Abuse (DASA). Planning started a year ago and the official launch is January 1990. In a nutshell, the Initiative will promote EAPs to smal I employers as the means to help assure drug-free workplaces and provide the technical expertise necessary for program implementation. It will be executed using five strategies. They are: determining the ~n the photo above-left, DASA's w~ll~am current status of EAPs in small and mid-size businesses across the state; Atkins is flanked by Illinois Chapter mem- establishing astatewide advisory committee; establishing a state interagency hers Sheila Monaghan and Paul Maiden. coordinating committee; producing and distributing Above-right, ~t. Governor George Ryan written materials; and plugs EAPs during a press conference in promoting the development of EAPs through presentations. Princeton, Illinois.

NOVEMBER 1989 EAPA EXCHANGE 15

_--- ~, t,, i. i. chapter members Michael Stroden, linois Occupational Program Initiative COHESION OF FORCES Sheila Monaghan and Paul Hewett. (IOPI) targeted employers with 100- The Initiative matches the Iilincis They gave EAP instruction to 10 train- 500 employees, and fhe Regional Oc- Chapter with two other plrties which ers employed by the state, who then cupational Program Initiative (ROPI) share compatible interests. Lt. Gover- trained 260 coordinators within the applied to employers with fewer than nor Ryan has been a staunch advocate EAP system for state employees. The l 00 employees. of both small business development three-day seminar for the coordinators The programs occurred in tandem and alcoholism and drug abuse pre- was kicked off with remarks by Gover- from 19B1-B4 and received grant vention since first being elected to of- norJames R. Thompson and Lt. Gover- money originating from the National fice as a state representative in 1972 nor Ryan, who expressed their support Institute on Alcohol Abuse. F~mcl- (see box, below). Together with Wil- of the EAP field in their remarks. ing was f~mneled through the state's liam Atkins, director of DASH, which Division of Alcoholism, a part of the is a cabinet-level agency, Illinois has Department of Mental Health (DMH). top-shelf support for EAP develop- (DMH was one of two state agencies ment. both gentlemen are personally The Initiative is the that eventually combined to form involved and have committed staff DASA.) The goal of the programs was time to the Initiative. latest in a series of to cover 45,000 employees. Accord- Representing the EAPA chapter on cooperative ventures. ing to Mile Rainey, who 1t the proj- the Initiative are President Paul ects' inception worked for DMF-I and is Maiden and Vice President Sheila now manager of the Project Develop- Monaghan. "The chapter has a long ment Section for DASA's bureau of Re- working relationship with our state It was by happenstance that the search, Planning and Development, government," says Maiden. "This in- Small-Business Initiative was con- they exceeded that goal by 32,700! itiative is a new undertaking, but we ceived last ye1r. In mid 198f3, DASA By researching the lasting impact of also think of it as the latest in a series of became interested in ascertaining the the IOPI and ROPI projects, the Small- cooperative ventures." The chapter long-term impact of two occupational Business Initiative is in effect taking a has at times worked with the govern- programming projects which occurred step backward to take two forward. It ment informally, such as through 1 in the early 1980s and established also epitomizes the value of long-term program called "TrainingtheTrainers" EAPs for 364 companies in the state coalition building with government in April 198II which was conducted by using 2~3 external contractors. The II- agencies.

A Narrative From Lt. Governor Ryan on Director How He Became Interested in an EAP Initiative ofi Marketing " 'm a pharmacist by profession and business representatives, culminating Our 92 bed Psychiatric Hospital, 'was involved in our family-owned in a Statehouse Conference on Small located in beautiful Southwest Florida, Kankakee pharmacies. The pharmacy Business in 1934. Delegates to that is currently seeking a seasoned Mar- keting Professional to assume respon- 'Iran was a morning gathering pllcefor set forth an Action Plan for conference sibility for our national marketing neighboring small businessmen and Small Business in Illinois, making 55 women over coffee. The common topic specific recommendations for legisla- was governmental interference with tivechange or regulatory relief. Candidate must have 5 or more conceptuatizing small business...too many regula- Within a year, 51 of those concerns years experience in and implementing successful market- tions, too little interest in our plight. were answered. I convened a second ing programs specifically geared to- Basically, we had no voice in the for- Statehouse Conference in September wards the treatment of dependency mulation of public policy affecting 19II5 to refine our Action Plan and ad- disorders. small business. dress other pressing concerns. One Position will supervise and train ...On my election in 1982 as Lieu- was a Tasl< Force on Health and Pro- marketing professionals in proper im- tenant Governor, small business be- ductivity. Tf~e Task Force lcldressed its plementation of client development came amajor focus, as was substance work exclusively to EAPs for Illinois' programs and design nationally placed abuse prevention activities. The role of four million employees among its advertising promotions. Lie~rtenant Governor afforded me a 250,000 small businesses. Itsuggested We offer a beautiful location, excel- statewide platform on which to oper- a 'gradual approach' be made to estab- lent compensation and full benefits. ate. Governor f)~mes R.] Thompson lish astatewide program, but pointed Relocation expenses are included. named me, in February 19II3, to chair o~rt the necessity of working toward a Respond to: the Small Business Advisory Council, goal. I am very hippy to be personally WILMAC CORPORATION a body of 35 Illinois small business involved in the Small Business EAP In- P.O. Box 5047 representatives. We conclucted hear- itiative and to commit the resources of York, PA 17405 ings throughout the state to determine my office to th is very worthwh ile project." the body of concerns of fellow small ATTENTION: Pat Reed (717)854-7857

16 EAPA EXCHANGE NOVEMBER 19II9

~. ', STRATEGY 1. The Initiative will first to produce and distribute a series of THE FIVE STRATEGIES determine the status of EAPs among three one-page brochures and a state The Illinois Chapter, Lt. Governor small and mid-size businesses across EAP consultants directory. The bro- Ryan and DASA plan to have their the state and prepare a report due for chures will address the magnitude of Small-Business Initiative fully opera- completion in mid 1990. It will be the alcohol/substance abuse problem tional by the end of next year. They accomplished principally through two in the workplace, how and why EAPs have constructed a time line, shown surveys. One will research the long- are successful in the workplace, and on the next page, which includes the term impact of the IOPI and ROPI pro- guidelines for selecting an EAP con- minutiae that will need to be completed. grams. The other will survey members tractor. Aplan for distributing the bro- of the III inois Chapter to identify other chures will be developed by the two small businesses with EAPs. agencies mentioned in Strategy 3 and Juxtaposing this with data which Lt. will include Lt. Governor Ryan's mail- Governor Ryan has on Illinois' small- inglist of 15,000 small businesses. Ad- Chart 1 business population, they will be able ditionally, brief articles will be written Small Business EAP to estimate the penetration rate of EAPs to complement each of the topics ad- Initiative Activity and more expertly target their resources. Schedule CALENDAR YEAR 1990 STRATEGY 2. The Initiative is estab- 1 2 3 4 5 6 7 8 9101112 lishing aStatewide Advisory Commit- STRATEGY 1 tee to advise DASA and the Lt. Gover- nor on its implementation. For in- ~~ c~n~ra~ Comuiete survey stance, the Advisory Committee, which is represented by the Illinois ~ '~ con~rnunity Complete survey 2 Chamber of Commerce, Midwest Bus- inessGroup on Health, DASA Citizens hospital Prepare EAP listing Advisory Council, AFL-CIO, and other groups associated with state business 5701 SOUTfi WOOD STREET CHICAGO, ILLINOIS 60636 STRATEGY 2 & industry, will help identify new small businesses throughout the state Convene first meeting and promote the Initiative during their meetings. According to chapter mem- Chemical Conduct monthly meetings berMichael Stroden, a longtime EAf'A l~ 1 1 representative to the DASA Citizens Dependency Conduct quarterly meetings Advisory Committee, "The organizations participating on the Statewide STRATEGY 3 Advisory Committee represent the vast U majority of businesses in the state and r►at Convene first meeting will be a tremendous source of out- Now affiliated with reach for the Initiative. I see them as Convene quarterly meetings the antennae with which small businesses will lend an ear to our message II~lTERVENTIONS STRATEGY 4 about EAP development." Professionals For Counseling &Education Develop brochures STRATEGY 3. A State Interagency Co- ordinating Committee will represent Distribute brochures state agencies that in some way inter- • Intensive In-Patient Program face with the Initiative. Much like the Develop directory material Program Statewide Advisory Committee, this • Aftercare body, composed of designees from • The best possible services at Distribution of directories DASH and the state offices and depart- affordable prices to get your employees back to work. 1 ments of Central Management Services, Develop and distribute articles Commerce and Community Affairs, • Our staff is dedicated to treatment of addictions and TRAiEG~Y 5 I I L Labor, Insurance and the Lt. Gover- has maintained a high standard nor's Office, will be another conduit f t of performance since its Develop marketing plan for reaching audiences of small-busi- inception in 1982. nessand labor representatives. ~' Identify and recruit speakers ' r ,.'< STRATEGY 4. The fourth and fifth strat- Implement marketing plan egies provide the ammunition with `' 312-737-9171 ~ ~ ~ ~ ~ which the Initiative will ultimately sell Schedule speakers itself to small employers. The fourth is

NOVEMBER 1989 EAPA EXCHANGE 17 dressed in the brochures and be suit- Chart 2 able for printing in association news- lettersand other publications. The Princeton EAP Consortium Work Plan The EAP Consultants Directory will The Princeton Chamber of Commerce wil I develop its EAP consortium ac- consist of a listing of available EAP cording to a work plan—to be completed in four phases over three consultants, the specific services of- years—which was included in its grant application to the U.S. Department fered by each, and other special con- of Labor. Here is a description of the first two phases of activities and, in ditions. "In our survey of chapter brackets, the persons) responsible for each assignment. members, we want to identify consul- tantswho contract with small employ- PHASE I (Sept.-Nov., 1989) ers. To the fullest extent possible, we ~ Identify and contract with an EAP con- Initiate advisory board meetings HEAP want to determine the nature of their sultant [Chamber of Commerce grant ad- coordinator] services," says Sheila Monaghan. "In ministrator]. Paul Maiden has been ~ EAPemployersestablishbaselinedata the directory, we plan to include a spe- selected as the consultant. of performance indicators, e.g. absen- cial section on benefits coverages. A ~ Orient Advisory Council to EAP project teeismand health care utilization [EAP co- lot of times employers don't under- HEAP consultant] ordinator] stand that they need to have coverages ~ Establish an office for consultant and ~ Customize conceptual model for indi- for certain illnesses in order to provide coordinator [Brant administrator] vidual EAP employers [EAP consultant or effective EAP services, so we want to ~ Recruit, interviewandhireaprojectco- coordinator] convey this information." This strategy ordinator [grant administrator] ~ Develop a project implementation will be completed by the chapter's Consultants Committee, chaired by ~ Employ secretary for coordinator's of- strategy, including written model [EAP consultant, coordinator and advisory Stephanie Weinstein. fice [EAP coordinator] council] Outside vendors will be used for lay- PHASE 11 (Dec. 1989-Aug. 1990) ~ Design and produce written audio- out and design services for the publi- ~ Utilize Chamber's Subcommittee for visual materials for use during implemen- cations, and for distribution of the di- Employee Programs as the project advisory tation [EAP consultant, coordinator and rectory. The brochures and articles board of participating companies/organi- advisory council] will be ready for distribution by next zations [EAP coordinator, consultant, ~ Identify treatment referral resources and September, and the directory will be grant administrator] referral procedures [EAP coordinator] ready by November. ~ Establish consortium CEO to govern ~ Design data collections forms and pro- board of participating companies/organi- cedures [EAP consultant and coordinator] zations [same as above] ~ Sign agreements, including procedures STRATEGY 5. The final strategy will ~ Establish consortium membership and costs, with appropriate EAP service reach out to business and labor groups [same as above] providers [EAP consultant and coordi- by maintaining listings of resource ~ Establish workplace substance abuse nator, with approval by advisory council speakers on the topics of drug abuse in policy [EAP coordinator, consultant and and governing board] the workplace and EAPs: The Illinois advisory council] PHASE III of the program, which Chapter is responsible for identifying ~ Develop consortium model, including will occur from September 1990 resource speakers and the Lt. Gover- these EAP elements: workplace SA policy, through August 1991, pertains to nor's office will coordinate the supervisory training, employee orienta- program implementation, training scheduling of speakers. The Statewide tion, D/AL education &awareness, assess- and data collection procedures. Advisory Committee will be particu- ment &referral [EAP consultant and coor- larly helpful inputting speakers on dinator] PHASE IV, which will occur from the September 1991 through August agendas of the meetings of business ~ Initiate governing board meetings [EAP 1992, and labor groups, both public and coordinator] pertains to marketing, expan- sion and project evaluation. private. "Another part of this strategy will be downtown Princeton the production of a videotape which speakers will be requested to show," says Atkins. "This will both enhance the presentations and help to prevent them from becoming sales pitches." DASA wi II work with the Illinois Chap- ter oncontent and format and with the Illinois Information Service, a state agency, on production. This is the most intricate of the five strategies and it is not scheduled for completion until late 1990. However, it will bring EAP professionals face-to- face with the Initiative's intended au- dience and hopefully keep the Initia- tiveoperational for years to come.

78 EAPA EXCHANGE NOV[Mf3ER 19£39 "Princetons" will adopt EAPs to look IDENTIFICATION OF after their workers, as wel I. It is not an- NEW MODELS ticipated that operational funding will Two of the desired outcomes of the In- be available beyond the first year of CENTER itiativeare that EAPs wi I I be developed the Initiative but, as Atkins explains, throughout the state, not just in the "One of the real attractions of EAPs to Chicago area, where the Illinois Chap- small employers is that they don't re- G~;J" The Dearborn Center... ter meets. "With so much direct par- quire agreat deal of start-up expense, offering a wide range of ticipation from the state government, especially if it means contracting with ~~sychological services we are hopeful to extend into the an existing program." ~lesi~ned to respond to the state's far reaches," says Maiden. "The The fact that more state and federal divet~se needs of individuals, fact that the state capitol of Springfield officials are speaking the same lan- families, as well as is centrally located should help with guage that EAPs have been resonating for coy°porations. our marketing of the Initiative." years is cause for optimism. That being EAP is a protean creature which said, Lt. Governor Ryan told EAPA Ex- • psychological adapts well to diverse workplace con- change: "As Illinois' International evaluation/assessment ditions. The Initiative, it is hoped, will Trade and Tourism Representative, tMe •referral also produce some new program models promotion of Illinois products in the •training and consultation on which the EAP field can hang its world marketplace is a major concern. •cou►lseling for families, hat. The cost of producing those products individuals and couples Good news reached the Initiative's is significantly affected by substance participants in September when. the abuse problems in all our firms that Responsive to the Ethnic U.S. Department of Labor announced strive to compete in the international Diversity of Chicago the approval of a grant to establish a marketplace. That is why my speaking consortium EAP in Princeton. AI- out for EAPs and substance abuse pre- TI-IE D~ARI30RN CANTER though they were not working in the vention to all groups in the state is a 47 West Polk Street name of the Initiative, the three groups prime activity. ❑ (In the Dearborn Station) provided technical assistance to the Chicago, IL 60005 Chamber of Commerce of this north- (312) 786-9776 central Illinois town of 7,300 people with the completion of the grant application. [For a listing of al I DoL grant recipients, see page 28.] St. Anthony's Medical Center The grant of $70,000 will establish Hyland Center • St. Anthony's Psychiatric Center Hyland Child and Adolescent Center the Princeton Community Employee Assistance Program for, initially, 10 Specialists In Chemical Dependency area work organizations with 2,180 employees. and Psychiatric Treatment Employers in the consortium at the Hvland Center... start will be the City of Princeton, Jos- tens, Inc., Princeton Farms Inc., Perry The 86-bed inpatienVoutpatient facility provides effective alcoholism/ Memorial Hospital, Harper-Wyman chemical dependency treatment for adults. Specialized services include Company, Citizens First National relapse, cocaine and impaired medical/heafth professionals treatment Bank, Princeton High School District programs. Call 314/525-7200. No. 500, FirstStateBanl

NOVEMBER 1989 EAPA EXCHANGE 19 Four Mich i~ an Chap tern State Ag enc y, are Pool~ ng Their Resources for an EAP Develop ment Drive

BY RUDY M. YANDRICK, EDITOR

.+.y;

coordi- competed a nated , survey of em- well- ployers with run statewide under 500 em- EAP develop- ployees in mentdrive in- Washtenaw volving an EAP County, which chapter and a is located in state agency southeastern can be a mon- Michigan, to de- umental task. termine which Add three more ones had EAPs. chapters to the At 1IJOlit the mix and the same time, the task can become a cobweb of protocols. chapters plan to promote EAPs through- Detroit Chapter began participating in Despite potential obstacles, Michi- outthe vast stretches of the state. National EAPA's EAP promotion pro- gan's four EAPA chapters—Greater Michigan's EAP development drive gram. We decided to pool our resources Detroit, Huron Valley, Mid-Michigan bears a resemblance to the Illinois Initia- and see if we could all succeed in a and West Michigan—are now press- tive, but because of the insular nature of statewide development project." ingforth with the state's Office of Sub- state governments and, for that matter, The locus of the project is a working stance Abuse Services (OSAS) on a EAPA chapters, each project has its own group composed of: Barry Mintzes, collaborative venture that is being tail- unique characteristics. For instance, the Special Assistant to OSAS administra- ored for small and mid-size busi- Michigan drive is the result of the dove- tor Joan Walker; Jo Hall, president of nesses. By publishing a directory of tailing of two separate projects. According the Mid-Michigan .Chapter; Carolyn EAP professionlls and consultants and to Robert DeLauro, president of the Huron Stark, immediate past president of the carrying out a marketing plan, the Valley Chapter, "in 1988, my chapter Huron V111ey Chapter; DeLauro; Richard

20 EAPA EXCHANGE NOVEMBER 1989 Bollaert, president of the Detroit that the regional offices serve as head- Chapter; Deborah Barrett-Boone, im- Planning meetings for quarters for the state's Worl

NOVEMBER 1989 EAPA EXCHANGE 21 N I DA's Workp lace Polis y Research Branch A FRESH PERSPECTIVE FROM INSIDE THE DOOR

o the average American, the organizations, including EAPA." federal bureaucracy can seem Over the last three years, NIDA has like apoured-concrete fortress. undertaken a variety of EAP-related Except to civi I services and those projects. Many of EAPA's old-timers with specific responsibility for moni- who are familiar with the occupational toringgovernmental activity, it can ap- programming work of NIAAA, which pear staid, unadorned and with little has been very capably represented by applicability in business &industry ex- Don Godwin since the EAP field's in- cept for purposes of taxation and regu- ception, may ask why. "There has been lation. a shifting emphasis in the federal gov- Atfirstglance, the Workplace Policy ernment toward drug problems," says Research Branch of the National Insti- Trumble. "From our perspective, it be- tute on Drug Abuse--that agency within came solidified in September of 1986 the U.S. Department of Health and when President Reagan issued Execu- Human Services with the closest affin- tive Order 12564, which required that ity to the EAP field—might seem cast in federal agencies establish drug-free the same mold. Until the elements of federal workplaces." the Branch's name are fully pondered for meaning, it reads like other federalese. "Research," for instance, is TWO BRANCHES REPLACE OWI regarded by many as a generic term At that point, NIDA asserted its role in applicable to many activities which occupational programming by creat- are several steps removed from the real ing an Office of Workplace Initiatives work world. And the Branch's location which, by early 1989, became part of in Room 9A-53 of the Parklawn Build- a larger Division of Applied Research. ing in Rockville, Maryland, suggests a Trumble says that "structure often re- cellblock setting. sonality. "Our philosophy is that the flectsemphasis" in the federal govern- Once in the door, though, one finds expertise is in the field," says Branch ment, and the Division reorganized comfortable environs and a warm, chief Jeanne Trumble, who has worked into four branches—Financing and personable staff of professionals that in NIDA and its sister agency, the Na- Services Research Branch, Communi- belie the stereotype of plainclothed tional Institute on Alcoholism and AI- ty Research Branch, Workplace Policy civil servants inplain-walled cubicles. cohol Abuse (NIAAA), since 1975. Research Branch, and Workplace Per- In truth, the Workplace Policy Research "The process by which the Branch op- formance and Testing Research Branch. Branch, which among other things erates is to identify projects which fill The functions previously handled by publishes numerous working docu- voids in appropriate professions and in OWI were reassigned to the latter two ments and provides technical exper- the process of performing our work branches. tise on occupational programming for consult with panels of individuals rec- The faces have not changed. Dr. ). drug- and alcohol-abuse prevention, ognized as expert in the field. We also Michael Walsh, who previously was has somewhat of an extroverted per- work cooperatively with membership director of OWI, is now director of the

22 EAPA EXCHANGE NOVEMBER 1989

~~ ~ ,, ~ ';' . Division of Applied Research. He is also acting chief of the Workplace Per- formance and Testing Research Branch, which performs work related to the technology of drug testing and performance assessment. Trumble was previously chief of OWI's Policy & Employee Assistance Branch. Other staff working in the Workplace Policy Research Branch are Jim Lipari, chief of the Employee Assistance Program Section; Judith Galloway, chief of the Policy Section; and Maggie Wilmore, Sharon Amatetti and Caren Appel, public health advisors.

PROGRAMS, PROJECTS, SERVICES Shown above are Workplace Policy Research Branch staff members Judith Galloway, Over the last few years, Trumble & Jeanne Trumbleand Jim Lipari• company have been involved in a bat- issue], turned to NIDA for help in training, employee education and tery of different programs, projects or drafting the grant announcements and drug testing). services which have benefitted the identifying their priorities. "In terms of 4) Research conferences. For the sec- EAP field in the past, at present, or will drafting announcements or regula- ond consecutive year, NIDA spon- in the future. Here are capsule sum- tions, or in setting interagency policies sored aconference entitled "Drugs in maries of a dozen of them. for other federal agencies," Trumble the Workplace: Research &Evaluation 1) The NIDA asserts, "they routinely come to us for Helplines. operates two Data." It was held in Bethesda, Mary- toll helplines which EAP assistance." -free profes- land on September 25-27 and attended sionalsoften find helpful. The first, for 3) Research grants. NIDA supports re- by several hundred people. The agenda employers, is by staffed professionals search on the prevalence, impact and was divided into six sessions on labora- who provide consultation to employ- treatment of drug abuse in the work- tory and field research into drug use. ers about initiating company policies place through its research grant pro- Trumble chaired the session on drug- on -free drug workplaces, which in- gram. In fact, some of EAPA's Research free workplace program research, which clude EAPs, employee education and Committee members have been un- included presentations by prominent drug-testing programs. The number is derwritten by NIDA grants. A Grant EAP researchers Neil Colan, Jack Erfurt 1- 800-843-4971. Management Office facilitates the &Andrea Foote, Howard Hayghe, Leon A Abuse Drug Information and grant application process. Hunt &Howard Winkler, and D. Vin- Treatment Referral line, under super- In the near future, a grant announce- cent Biase &Arthur P. Sullivan. vision of the Community Professional ment wi II beissued focusing on the de- A book containing the proceedings Education Branch, provides callers sign, development and integration of of the 1988 conference has been pub- with drug-related information and fa- EAPs, which could be used to develop lished (NIDA Research Monograph cilitatesthe placement of drug users in new techniques and strategies for re- 97, edited by Drs. Steven W. Gust and treatment programs. The number is 1- ducing substance abuse problems in J. Michael Walsh). A monograph of 800-662-HELP. the workplace. Specific emphasis will be the 1989 conference proceedings is 2) Work with other federal agencies. put on studies reflecting self-, super- expected to be availa~ale within six "NIDA is consistently looked to by visory-, peer- and union-referral mod- months. other federal agencies for consultation els, as well as those that examine the on drug-related issues," says Trumble. extent to which EAPs are integrated 5) Department of Labor (DoL) Re- For example, the Occupational Safety with human resources, safety, medi- gional Office Initiative. In 1987, the and Health Administration, which cal, legal, risk management and com- Department of Health and Human awarded 23 EAP-development grants ponents of drug-free workplace pro- Services (HHS) and Department of in September [see page 28 of this grams (i.e. policy making, supervisor Labor contemplated how they could

NOVEMB[K 1)89 EAPA EXCHANGE 23 ~' ;1,I

~~ ~

iw, - 1,`` ~~ t. Dr. J. Michael Walsh is director of LL..a NIDA's Division ofApplied Research help employers establish drug-free Federal Employee Assistance Pro- programs can be structured for academic workplace programs. The answer was gram. The Code of Federal Regula- or continuing education credits. that they would jointly fund regional tions requires that federal agencies The curriculum is divided into six office programs to provide technical develop and maintainappropriate pre- modules: Overview of Drug Abuse assistance to employers. From it, a vention, treatment and rehlbi~itation and EAPs at the Workplace; Phar- series of products and publications programs Ind services for federal em- macology of Abused Drugs; Organiza- were developed in 19B7-8B to help es- pioyees with alcohol or other- drug tional Implications of Drug Abuse tablish small-business coalitions cov- abuse problems. NIDA published this Programming; Supervisor Training; ering work site drug abuse prevention 36-page booklet in 19F3F3 for federal Assessment; Ind Case Management. strategies and guidelines, public edu- agencies. It identifies a set of core Each of the modules was authored by cation materiels, the establishment of components of an ideal EAP and one or two prominent experts, and statewide networks, education of serves as a monitoring instrument that each hlcl a panel of reviewers. identification of future federal agencies use to assess their management, can 10) Presentation at the 19th EAPA Na- workpllce interventions, and innova- program development. tional Conference. On November 1, Among nn tive planning for the creation of posi- those serving the EAP NIDA's Division of Applied Research tive corporate cultures. The initiative Guidelines Expert Advisory Commit- presented a special workshop bearing tee continues to operate from HHS's 10 were EAPA Board members Tom the title "Capitalizing on NIDA EAP In- Pasco, Jack Dolan, regional offices. Tamara Cagney, itiatives." Dr. Walsh, Galloway and Bill Durkin, Bob Dorris, Jr., Brad 6) Drug-Free Workplace Workshops. Lipari presented material on national Googins and Kevin Parker. The highly An upcoming project which for all incidence and prevalence data on regarded Guidelines, which is tailored practical purposes is Phase II of the Re- EAPs, federal ~egislltive requirements, specific111y for federal agencies, is giona~ Office Initiative, is a contract ac- case studies on public/private sector being used as one of the documents on tivity with NIDA and the National As- col Iaboration, emerging trends and fu- which forthcoming sociation of State A and Drug EAPA's Revised ture directions, and other related is- ►cohol Standards, which will be applicable to Abuse Directors(NASADAD) to spon- sues. The Division periodically mikes EAPs in all work settings, is being sor 2'/z-day workshops in 1990 in 10 presentations before membership or- based. as yet undesignated states. According ganizations like EAPA t~' promote its to Jim Lipari, the project officer, "Our 8) Model Plan for aDrug-Free Work- services, share research findings, and Helpline has received over 500 c~lis place. With the passage of the Anti- other information, and meet face-to- per month requesting assistance in set- DrugAbuseActof19B6, NIDA, incol- facewith professionals in the fleece. of ting up drug-free workplace programs, laboration with the Deplrtment Jus- 11) Demonstration project to develop and most of them have been from tice and Office of Personnel Manage- an EAP certification protocol for model plan for federal businesses with less than 250 employment, drafted a EAPs. Last year, Florida passed 1 law model plan ees. One of our first tasks will be to agencies. The expounds requiring ail EAPs operating in the on "essential set forth identify and convene a panel of ex- the five points" state to be licensed. Shortly after, small President in Order perts representing and medium- by Reagan Executive NIDA was contacted by ~ group cared labor 12564, which of a size businesses, and manage- are: development the Florida Occupational Program written super- ment, EAPs and drug-abuse agencies. comprehensive policy; Committee ro help establish a protocol Their will identify visory training; education; role be to the host employee that would be used by the state to states, cur- availability of identification develop the workshop EAPs; and license programs. "This is thefirsttime of illegal riculum, anclprovide guidance and as- drug users, including drug that NIDA has moved into the area of of testing on a and clrefully sistance in the recruitment business controlled program certification. I would charac- organizations to participate in the monitorec) basis. The Model Plan was terize this project as a field test, one workshops."The workshops wi I I focus recently published to allow broader which, if successful, other states can on policy development, EAPs, super- availability in the private and non-fed- employ as needed," Tremble states. visory erai public sectors. training and employee educa- The protocol will probabaly be com- tion and drug testing, as appropriate. 9) Drug Abuse Curriculum for Em- pleted by the end of 1990 and distri- Follow-up assistance will be provided ployee Assistance Professionals. In buted by the National Clearinghouse to in implemen- assist participants the )~me, OWI released an EAP cur- for Alcohol ante Drug Abuse Informa- of tation their plans. riculum which was designed as an in- tion. 7) Guidelines for the Deve%pment structionai program on which in-serv- and Assessment of a Comprehensive ice training end continuing education

24 EAPA EXCHANGE NOVEMBER 1989 Hampton Hospital and employee assistance professionals. At Hampton, our job isn't done until we bring 12) Policy Models Project. Thousands employees back to work. That's why treatment of companies have established drug for depression and substance abuse includes an and alcohol or drug-free workplace policies. This project, which is ex- individualized discharge and follow-up program. pectecl to be completecl by the Work- In fact, we begin preparing for discharge right after place Policy Research Branch before next October, will examine h~mdreds a comprehensive diagnostic evaluation. of policies now extant in the private Throughouttreatment, our full-time doctors and nonfecleral-public sectors. "From work closely with employee assistance professionals that we will have available specific policies as models which are applicable to — providing weekly progress reports and aback-to- them in cletail study and categorize work summary. Together they develop recommen- them by the environment that they are applicable to," says project officer dationsfor the discharge. The counselor helps Judith Galloway. "The bottom line is implementthe program and gets the employee back that we would provide specific policies as models which are applicable to on the job. specific Kinds of work environments." The next time you have an employee who needs She adds that the Workplace Policy Research Branch welcomes inquiries help —an employee you need on the job —call us. from company representatives who At Hampton, we bring people back to work. would like to participate in the study. Call 609/267-7000 or 800/345-7345 COMPLEMENTARY ROLE Trumble says that NIDA is looking to work on behal(of the EAP field in ways that complement existing activities. "There are ~ variety of activities we Who brin s perform which can benefit the field. Our functions, such as the certification project with the Florida Occupational Program Committee, shoulcl not be emp to ~ ees misperceived as being in direct com- petition with the work of EAPA and other groups. Our activities Ire more bac k to work.~ the result of recognition by the federal government of the indispensible role that EAPs have among work institu- tions," she concludes. "Wewould like to be regarded as an accessible resource for EAP professionals that con- tributes to the quality of their work."

NIDA's Workplace Policy Research Branch can be contacted at: Room 9A- PION 53, Parklawn Building, Rockville, MD A private psychiatric hospital 20857;(307) 443 -OB02. ❑

Conveniently located within one half-hour of Philadelphia. JCAHO accredited. Covered by most major insurance plans. CHAMPUS approved.

NOVEMBER 1989 EAPA EXCHANGE 25

i i', COMMUNAL SQ~ER LIVING After Treatment, Oxford House Answers the Question of "What Next?"

Putting the alcoholic or drug addict men in recovery to bring the house to who relapse. Formal steps are fol- back in the same ruinous environ- full occupancy, and the 13 each paid a lowed to establish new Oxford ment from which they came prior flat rentll charge of $25 a week. Houses, which Molloy says are lo- to treatment is often tantamount to So that the new house operated cated in good neighborhoods to help guaranteed relapse. A temporary layover smoothly without paid managers or minimize the possibility of relapse. AI- at a halfway or quarterway house may counsellors, the group incorporated though no AA or NA meetings are held only delay the inevitable. ). Paul Molloy, and wrote a manual of operations to on the premises, nine traditions are chief executive officer, of Washington, assure democratic operation and the observed which are akin to AA's 12 D.C.- based Oxford resolve to expel anyone who relapsed Steps and 12 Traditions. Oxford House, Inc., says into using alcohol or drugs. After six House is careful to observe AA's Sixth that these govern- months, the new house had a surplus Tradition by constantly pointing out ment-run houses of $1,200 and the house members called that while only AA and NA participa- typically allow only a meeting to discuss what to do with it. tion assures comfortable sobriety, Ox- a six-month stay be- "We decided to take the money and ford House is not affiliated with AA or fore full reintegra- rent another house, in Washington, NA—neither of which endorse any or- tion into society, and D.C., because by this time we were ganization. guests never secure getting calls from a lot of applicants enough change in who we had to turn away. The two lifestyle to avoid 1. Paul Molloy houses then rented a third and that relapse. tradition—born because there is no `ir~.. + a:. "A limitation on the stay in an al- time limit on how long a sober resident - - .t~` cohol- and drug-free environment can live in Oxford House—continued ~YitY~..____._- __ does not suit everybody," he says. year after year," recalls Molloy. "When I stayed at a halfway house in Oxford Houses have few rules—one Montgomery County, Maryland in 1975 prohibits drinking and drug use, and during my own recovery from alcohol, another requires rent payment. Each is 12 of my fellow residents were re- financially independent, maintains its quired to leave because their six own checking account, has no paid months were up. Once back home or staff, operates democratically, includ- on the street, 11 fell off the wagon ingadmission based on the vote of cur- within 30 days." While Molloy and his rent residents, and expels residents fellow halfway house residents were worrying about how they would deal Oxford Houses, like the ones shown here, are located in good neighborhoods to help with the day their time was up, they re- minimize the possibility of relapse. ceived word that the halfway house would be closed because of lack of funding. "This news triggered panic and we complained loudly at AA meetings that society was being unfair to us because the county was closing the halfway house. Finally, an AA member told us to stop pitying ourselves and find a building to live in and rent ourselves. Another AA member loaned us $750 to rent the house being closed by the county, and six of us followed the suggestion," Molloy explains. Thus, Oxford House, which today is a network of 41 self-run, self-supported recovery homes in the eastern U.S., was born. Within a few weeks, the residents recruited seven other

26 EAPA EXCHANGE NOVEM6[R 1989 Act of 1988. A provision local drug and alcohol IT Abuse by 109 pro- HELPS TO BE A CAPITOL specified that states establish revolving gram directors and foundation repre- HILL VETERAN funds of $100,000 to provide loans to sentatives as a forum tailored specifi- Molloy is a lawyer by profession and nonprofit, private entities for the costs callyfor Oxford House. "Based on the he worked as a Senate committee staff of opening "group homes for recover- responses that I've received from at- person from February 1967 to February ing substance abusers." The group tendees, it is likely that we will have a 1972 and—after his recovery from al- homes, according to regulations re- couple of Oxford Houses operational coholism—as aHouse committee staff leased by the Alcohol, Drug Abuse, in the Pittsburgh area very soon," says person from March 1975 to March and Mental Health Administration this Burgess. 1981 . Along the way he made the ac- April, are conceptually modeled after The Oxford House experience has quaintance of a number of legislators. the self-run, self-supported Oxford shown that there is nothing as power- One of them was former Congressman Houses. For all practical purposes, ful as aperson with a novel idea. EAPs Fred Rooney, who represented the compliance is mandatory—the penalty have struggled for years with the "re- Bethlehem/AI lentown area of Pennsyl- for failure to comply is loss of federal volvingdoor syndrome," and now that vania. When Rooney met Molloy on block grant money for alcohol, drug managed mental health care in many the street in 1987, several years after abuse and mental health services. cases limits the door to one turn only, both of them had left Capitol Hill, he Numerous states have since con- the consequences of relapse are more asked if Molloy was still active with tacted Oxford House for assistance. devastating than ever. It may be that Oxford House and suggested that Ox- "Vermont was the first," says Molloy. just as the Oxford House concept of ford House buy his family homestead "The state sent us a grant which we communal living is a link in the recov- that he was selling in Bethlehem. Mol- used to open men's and women's ery chain, it can play a major part in loy replied that he was still active, but houses in Burlington, and we are now EAP referral and follow up. that Oxford House only rented houses. working on another one in Montpelier." Rooney agreed to rent the house and He has also opened two houses in EAPA members can contact Oxford Molloy and John O'Neill, a cofounder Kansas City, where two more are House, Inc. for more information at: of Oxford House, went to Bethlehem being readied, two in Malden, Mas- 7 7317 Beach Mill Road, P.O. Box to determine the feasibility of opening sachusetts, and plans are underway in 994, Great Falls, UA 22066; (703) a house there. O'Neill and Molloy at- Jacksonville, FL, New Jersey, Pittsburgh, 444-6488 in Virginia, or 1-800-344- tended an AA meeting in the Steel PA, and South Carolina. Twenty-three 2509 elsewhere. D Union Hall in Bethlehem and talked to other states are scheduled for techni- a number of AA members after the cal assistance visits. meeting. "We were tentative at first about setting up outside of the Washington ADAMHA AND ALCOA area," says Molloy, "but decided to CONFERENCES Our Fees lease the house anyway because of the Since being contacted by Rep. great need for such housing in the Rooney, Oxford House has had the WontAdd To area. Our fears about having a house wind at its back. ADAMHA sponsored away from the Washington, D.C. area a conference in Washington, D.C. on Your Problems were quickly put to bed. The Bethlehem August 7-8 so that Molloy could pro- house was soon fully occupied with 12 vide technical assistance for opening We are New York City's preferred men and in little over a year the new houses. Forty-three states were repre- provider to corporations, EAP's, group had accumulated enough money sented. Notables including Dr. Herbert to open another home for 11 men in Kleber, deputy director for demand re- and MAP's. Bethlehem." duction in the Office of National Drug • A professional state-licensed Word about Oxford House spread Control Policy, recommended the Ox- on Capitol Hill. In July 1988, Con- ford House model to attendees. staff is available 24 hours, in- gressman Edward Madigan (R-IL) One of the attendees was Ken cludingweekends and holidays. asked Oxford House for ideas for legis- Burgess, corporate EAP coordinator • Our proven quality assurance lation that would help spread the con- for ALCOA in Pittsburgh. "I was ex- program and flexible fees help cept nationwide. In September 1988, tremely impressed by the simplicity Congressman James Florio (D-NJ) in- and honesty of the Oxford House ap- you maintain the highest vited members of Oxford House to tes- proach to helping people stay clean standards at manageable health tifyabout the success of the program in and sober," says Burgess. "Once, while care costs. sustaining recovery from alcoholism on a visit of an Oxford House, I spent a and drug addiction. When the hearing couple of evenings talking with resi- The New York Counseling and was shown on C-Span several months dents. What I saw was what a lot of Guidance Service later, Congressman Florin's commit- less-fortunates lack in recovery—a 160 West End Avenue tee received several hundred favor- real sense of family. I wanted to give New York, NY 10023 able letters concerning Oxford House. other people in western Pennsylvania 212-362-1086 The ripple that Oxford House had a chance to see what I saw." generated billowed into a tidal wave On September 21, the Alcoa Foun- Alan Grossman, Director, CSW,CEAP with the passage of the Anti-Drug dation hosted a conference attended

NOVEMBER 1989 EAPA EXCHANGE 27 EAP iNFOTRACKS DoL Awards 23 EAP Development Grants

The long-awaited announcement of up to three years. Thegrants are acl- bus, Ohio-$II5,000 to clevelop a from the U.S. Department of Labor ministerecl by DoL's Occupational Safety broad brush EAP for its 2,600 of the recipients of EAP clevelop- and Health Administration, and are employees. ment grants was released on Septem- going to applicant organizations with •Eastern Michigan University, ber 14. Twenty-three organizations programs and approaches which con- Ypsilanti, Mich.-$75,000 to estab- are being allocated $"I.5 million to es- tain: aworkplace substance abuse pol- lish an EAP (or its 1,327 employees. tablish programs. A total of 1 B1 organ- icy, supervisory training, employee ~ Kent Area Chamber of Commerce, izations applied. "I believe that this orientation, drug and alcohol aware- Kent, Ohio-$10,000 to promote, grant program can provide significant ness, and assessment &referral. implement and administer an EAP for support and incentive to the private The following is a list of recipients. its 1X39 members. sector in establishing employee ~ssist- •Greater Lawrence Chamber of Com- •Princeton Chamber of Commerce, ~nce programs as a part of a construc- merce, Lawrence, Mass.-$25,000 Princeton, III.-$70,000 to set up an tive and positive strategy for fighting to establish an EAP for member firms. EAP for member employers in the are1. workplace substance abuse," said •Massachusetts General Hospital, •Albuquerque Public Schools, AI- Secretary of Labor Elizabeth Dole dur- Boston, Mass-$1X39,000 to establish buquerque, N.M.-$56,000 to enhance ing the anno~mcement. an EAP for its over 10,000 employees its EAP which provides services to Grant recipients are required to pro- in all areas of the hospital environment. about 9,300 employees. vide amatching share of at least 25%~ •Building Trades Employers' Associ- •Caddo Parish School Board, Shreve- of the b~iclget for the first program year. ation, New Yorl<, N.Y.-$119,000 to port, La.-$75,000 to establish an Grants may be requestecl for a perioc) expend its current EAP to include EAP for approximately F3,000 em- non-union employees. ployees. •City of Camden, Camclen, N.J.- • National Association of Steel Pipe $44,000 to expand its current EAP by Distributors, Houston, Texas- training supervisors to recognize $50,000 to develop a nationwide substance abuse, provide employee program which specializes in neecls education and awareness, and hire of the steel pipe industry(or 221. additional staff. employers with some 10,000 em- PACE Health Services/ •Onondaga -Cortland-Madison BOCES, ployees. PARKSIDE Recovery Center Syracuse, N.Y.-$11,000 to enhance •Independence Chamber of Com- Medically supervised alcoholism and its current EAP by providing drug and merce, Independence, Mo.- chemical dependency treatment for alcohol abuse awareness and training $70,000 to clevelop an EAP for its functional, motivated residents of the to its 3,700 employees in six school membership of B23 businesses. metropolitan New York area. clistricts. •Ozark Foothills Regional Planning •3 month, 6 month antl Open-ended •Indiana University of Pennsylvania, Commission, Poplar Bluff, Mo.- Treatment Programs Indiana, Penn.-$F31,000 to establish $75,000 to establish an EAP for em- •Codependent, COA and Family an EAP for about 1,900 employees. ployees of the commission and mem- Treatment Programs •Southern Chester County Medical bergovernments. •Combined Alcoholism and Cocaine Center, West Grove, Penn.-$42,000 • University of Nebraska-Lincoln, Abuse Treatment Program to establish an EAP using in-house Lincoln, Neb.-$106,000 to establish • Relapse Prevention Program stiff. an EAP for its l 2,000 faculty, staff, Aftercare and Support Services •Greater Orlando Chamber of Com- and their dependents. coordinated with Inpatient Facilities, merce, Orlando, FI.-$65,000 for •University of.Colorado at Colorado Private Practitioners antl Employee developing and implementing EAP Assistance Programs. Springs, Colorado Springs, Colo.- programs for its 3,800 members. $20,000 to establish an EAP using the (212)949-4070 •Owensboro -Davies County Labor- University of Coloraclo at boulder Nicholas A. Pace, M.D. Management Committee, Inc., Owens- program as its model. Medical Director boro, Ky.-$F31,000 to establish an •Greater Chico Chamber of Com- Co-Founder, Alcoholism Council EAP for its employer members. merce, Chico, Calif.-$79,000 to of Greater New Vork •Pitt County Schools, Greenville, establish an EAP for its member firms. 369 Lexington Avenue N.C.-$46,000 to establish a new •Western Washington University, (E. 41 st Street) EAP for its "I ,990 employees located Bellingham, Wash.-$26,000 to New York, New York 10017 ~t 34 worksites. develop acampus-wide EAP for its •Children's Hospital, Inc., Colum- 1,360 em~~loyees.

2£3 EAPA EXCHANGE NOVEM6ER 19II9 testing programs. The smallest estab- BUREAU OF LABOR STATISTICS PUBLISHES DATA lishments, on the other hand, employ only about 35% of all workers. Hence, ON THE INCIDENCE OFANTI-DRUG PROGRAMS proportionately more employees worked in establishments that have testing and Afederal government agency which SIZE OF ESTABLISHMENT employee assistance programs-about periodically publishes statistical The most factor 20% and 31 %, respectively. data relevant to the EAP field is the De- important with regard to the incidence of EAPs and drug-test- partment of Labor's Bureau of Labor GETS TESTED FOR DRUGS ing programs was the number of WHO Statistics (6LS). BLS released the re- em- ployees in the establishment. The that worker is in an estab- sults of a study in January 19II9 entitled The fact a larger the has adrug-testing pro- "Survey of Employer Anti-Drug Pro- establishment, the more lishment that likely it was to have a testing or wil l grams." It was based on a survey of pri- program gram does not mean that he she or EAP. Differences in the incidence of for- however. The vate industry conducted in the summer be tested drug use, such programs by industry were much coilectecl showed marked of 1988. information less, and there was very little differ- Although the stucly results were re- variation in testing practices. Some es- ence in the incidence of programs leased the better part of a year ago, the tablishments only test applicants; among geographic regions. particular survey data are quite revealing as to others focus on occupations Forty-three percent of the nation's or suspected substance abuse; still the incidences of EAPs and drug-test- largest establishments-those with random testing. For ing programs. Charts 1 and 2 provide others carry out 1,000 employees or more hacl clrug- numerical data. these reasons, relatively few employees testing programs, versus only about The following is information com- were actually tested for drug use. 2% oFthe small establishments-those mentary to the survey results. It is INDUSTRY with fewer than 50 workers. The inci- worth noting, however, that the incidence of EAPs showed a comparable Establishments in mining (including dence of EAPs has almost certainly in- pattern-76% versus creased among smell and mid-size 9%. Qecause oil and gas extraction), communica- these small workplaces comprise companies since the survey was taken, the tionsand public utilities, and trar~spor- overwhelming majority of the nation's primarily d~ae to implementation of the tationwere the most likely to have test- establishments-over 90%-only 3% ing programs, partly because of reg- Drug-Free workplace Act. of establishments over111 had drug- ulltory requirements. Establishments Chlrl 1 PRESENCE OF ~.i DRUG TESTING OR EMPLOYEE ASSISTANCE PROGRAM BY SIZE OF ESTABLISHMENT Private, nonagricultural establishments and employees(summer 1988)

51%C' Of f'Stl~)~IS~11YlE[lt 1,000to 5,000 1 to 9 10 to a9 50 to 99 1 UO to 249 2i0 to 499 i00 l0 999 x,999 t:mployees Presence of program Tutil employees employees employees employees employees employees employees or more Estal~lishmcnts ~~~I

Pr~rc-cii( \h'ifh a clrut -lcslinf; ~~r~~~;ram ;.2 B Ei.~l 12.x} I %.Z '~).7 3O.(> 41 .~~ 'i9.& With an LiAP (~.`7 ,., 9.7 I'S. % _'9.4 =15.3 5 .9 70.1 c;;.O Willi Loth ~ clrus;-leslin ;,~ncl ,ln I_nP .. .. l.~l 4 ~.? ,.~~ 9,~1 2fL9 ?,>..? 35.? 'i(~.J_ VVifh neilhcra ~Irtr,;-leslinF, nor an I_i1P .. 91 J `~`i.9 f;G.G ,.- (i.?.? E5.9 3iS. ?3.0 I r.=E Cunidcrin,c; implc~mentalion oL i~rlru~-tc~tin~,progr~~m ;,~) _ 5.& 1 =E. t, 12.G lZ.~ I~4.9 I -I.I II.Z An EiAI' ...... ;.2 I.~) ~-FJ 1U.0 1 ;.8 10.7 1,_'. % 10.E ~. ~ Wifh a (r~rmal p<~li~yor~ ~Irur; u~c I_;.1 6.~t ?-4.0 .~) iO.~I `S .`i 5~).~) I.Z u1.' Employees lolal(lhou5anrls) 8l,9h'S.7 I(1,i00.1 )O,Sfi4.2 1?,_'S~.S I;,309.-t tS,ZLO.( G,:l~;).' 9,'i9(,,? 3,831.3

~~C'l'CC'll~ll7 C'ti/d~)~/S~)l llC:'ll(ti: WIl~1 l C~fUt; fC5~111 ~5 ~)f0~;1'dlll ~ ~). ~~ ~ . ~ ~ i ~ ~.3 ~ %.f3 ,~~). -~ iO. ~~ ~4.i.h ~)i'.b

WI[~l ~-)OI~I dC~fUti-~C'Sll 115811(~ ~v~rf, ~,~~~~f,~~~ ~, ~~r~~~;-<<~~u~,~ ~,~~~ yin EAN ...... (,;.2 95.5 8-1.9 '5.0 61.3 4G.3 if3.2 20.9 I U.0 L~~)IISI C~C'I IIl4; IIYI~)~C I11('ll r~l~l()Il ()~'. \clrui;-t~~slingpro~ran~ ... .. 10.1 ?.-E G.? Ii.l I7_.f3 13.1 I >.6 S l .i 52.; SiS.~~ i- I.7 fi(~.6 _ _ _ -- _ NC)~ ~ ~ ~1C.' Ill(~I \IC~U

NOVEMBER 1989 EAPA EXCHANGE 29 least likely to have testing programs in- TESTING PROGRAM CHARACTERISTICS suspected of drug use, it appears that cluded those in retail trade, services, employers were most likely to test per- and construction industries. Establish- Employers with testing programs ap- sons on a random basis, as only about ments in these industries tended to be pear to place a high priority on I

Chart 2 PRESENCE OF A DRUG TESTING OR AN EMPLOYEE ASSISTANCE PROGRAM B Y INDUSTRY Private, nonagricultural establishments and employees(summer 1988) Manufacturing

Comnuini- Finance, Non- cations and insurance, Con- Durable durable Trans- public Wholesale Retail and real Presenceofprogram Total Mining struction goods goods' ~~rt~tion utilities trade trade estate Services

Establishments fotal(thousinds) ...... I,5-1L.~; 31.(i -158.1 I9;.~1 141.2 153.5 3i.; ~b(~i.9 1,IOI.fS ~-03..9 1,5;3.-}

Pcrccn( With adrug-(es(ing program ...... 3.7 Z I.(,~. ~ 9.9 9_ I 1 1.`) 17.6 i. 3 .7 3.L I .4 With an E/~P ...... G.~i 1f3.8 ?,fi IO.~E 12.E3 10.9 30.9 7.iS 4J 9.l_ G.'i With both iclrug testing and in ESP .... l.~l 1G2 ~l.l 4.~~ ~4.£3 11.7 ?.3 -4 I.5 G \Kith neithcraclruz;- testingnoranE~AN ~)I.? 75J 95.6 8 .8 8~,9 ;9.0 G3.2 89.E 95,O 89.1 93.' C.OIl51 C C'fIII L, IITI~JCIYIC'111d-

program ...... _ ... >,9 3. I ?.(i IO.F3 8.~) 8.~ 9.6 ~.0 1?.' 7_.2 3.0 /fin P.AP ...... i.I 3.0 8 ~i.~l i.-I ti.8 i.9 )_.9 2.(i ~.'i 3.0 With a forrr~al ~>ol ic}~ on drug use ...... 13.1 ~£3.~t S).9 17.6 7_0.5 2~).7 36.3 10.9 122 15.3 I I .1 Employees T~ilal (thou5~nds) i;-4,965.7' i f?.0 S,U11.9 11,1'i9.0 7,i6?.I ;, I~l9.I ?,Z(19.0 5,x,35.0 T3,-ll .0 6,539.0 ?,1,1?l).6

~~f'fC CI7( Ill f'ti(~1 ~)~IS~'.IT IC'll(S: wl~~l l (~I~U t;-C('S~I11 prograii~ ...... 19.(~ =4t;. I 9.0 1b.5 3%.3 =E8.F, 55.~ Z2.0 5.0 1 2.6 8.? With an E/~P ...... 31.0 ~"'.9 10.(i 5°i.3 =E'i._; 6.0 7G. I I?.6 17.0 -40.5 25. With I>olh a cfru~;-tc~~in+; and an F/AP I >.£3 ;3. I 1.9 3(i.0 J_f3. I 24.3 51 .0 10.1 2.ti 10.2 5.~1 ~Nith ncithcradrun- tes(ing nnr an Ei\P 63.~ d2. I 85. ; 34.E3 45.(i 3~).6 19. ' 70.5 80J 5I.1 l l .(i Considering implcinenla- tion oL F\ rlrut;-testing ~~rograin ...... 10.1 t3. f3 i.9 (G.5 ItS.I I >._i IO.0 IU.1 (i.3 6.5 9.~' f\n EiAP ...... 8.(i d.4 (1 . I 10.0 13.=E 'i. I ?.0 i.9 ?.9 £3.f VV/Ith atormal ~x~licyon drug use _ .. ~E2.S Eil .0 2 ~.; 5(i.8 5~4.i3 5~E.0 i').0 33.3 38.0 49.') '>~4.3 N(>TI_: I he in~ln i~lual c itrgori~~, gill >uin to m~,r~~ th,~n Ir)0 prig c nt I, ca~i~~ ,n~1ny c ~lal,lishmonls h~td mole thin I pio};ram ui ~,olicy.

30 EAPA EXCHANGE NOVEMBER 19II9 ments generally have contracted-out High Council on Alcoholism, Yellow programs. Cab Cooperative Association and Pro- The most common EAP services were fessional Employee Advisement Pro- referrals to providers of treatment or gram. He can be contacted at: Mon- counseling (provided by 97% of the tana Deaconess Medical Center, 1 101 EAPs), counseling (77%), and follow- Twenty-Sixth Street South, Great Falls, up procedures (82%) to monitor the MT 59405-5193;(406) 761-120p. success or failure of the individual client. WILLIAM J. O'DONNELL has been EAPs that were internally run typi- named manager of chemical depend- cally had very few establishment em- ency programs for Unocal Corporation. ployees assigned to staff them; the He is working in the f1z number assigned usually depended on company's medical the size of the establishment. As one department. Form- would expect, few of the establish- erlythe EAP director for the Link ments with less than 10 workers had Congressman Richard E. Neal an employee staffing their EAP; con- Flight Simulation sequently, counseling, referral and ern New England Chapter on June 4-7 Division, a sub- other services were probably provided in Springfield, MA. sidiary of CAE In- by managerial personnel. In contrast, Bissaillon, EAP coordinator of the dustries in Bing- almost al I the firms with 5,000 workers City of Springfield, cited Rep. Neal, a hamton, NY, he is or more with EAPs had some staff as- former mayor of the city, as an indi- now working out signed to the program, including 46% vidual who consistently supports and of Los Angeles, CA. which had 2 to 4 employees and 39% promotes EAPs in the public sector. A longtime EAPA Board of Directors that had 5 employees or more on the Bissaillon added that during Neal's member, Bill chairs the Membership program staff. tenure as Mayor, he demonstrated Committee. He can be contacted at: genuine concern and support for the Chemical Dependency Programs, Medi- welfare of the city's work force and its cal Department, UNOCAL Corpora- NEW CHAPTER EAP. tion, 1201 W. Fifth Street—P.O. Box OFFICERS Rep. Neal had participated each year 7600, Los Angeles, CA; (213) 977- in the chapter's Annual Symposium 7710. MINNESOTA CHAPTER during his five years as mayor. President—Lee Mauk, EAP Director, PROGRAM Metropolitan Clinic of Counseling, St. MEMBERS ON Paul DIRECTOR First Vice President—Janet Deming, THE MOVE President, Dor and Associates, Inc., TheTurningPoint Chemical ANNE THURESON, CEAP, ACSW, Minneapolis Dependency Treatment CAC, is president of Employee Health Second Vice President—Charles Center at NVV'ifi seeks a Consultants, a Seattle, WA firm special- Johnson, EAP Representative, UAW- Program Director to adrnin- izing in EAPs and ister and supervise the Ford Motor Company, St. Paul managed health /Secretary— Dow, Treasurer George care. Services in- 21-bed inpatient program Consultant, Metropolitan Clinic of clude initial pro- and to expand outpatient Counseling, St. Paul gram design, pro- programs. Candidate President—Bonnie Immediate Past viderselection and should possess CADAC, Employee Services Administra- Jones, program evalua- MA degree in a behavioral tor, ADC/Telecommunications, Inc., tion. She is the science and Bloomington 5 years exper- former Northwest ience in substance abuse Regional EAP rep- and clinical treatment CONGRESSMAN resentative for programs, including 2 RICHARD NEAL United Airlines. years in a supervisory or Anne presently sits on the Employee administrative position. HONORED DURING Assistance Certification Commission. She can be contacted at: Employee Submit resume or contact EASTERN REGIONAL Health Consultants, 16400 South- Department of Human center Parkway, Suite 508, Seattle, New England Chapter pres- Resources. Northwest Western WA 98188;(206) 575-1613. ident Dave Bissaillon presented Texas Hospital. Bos 1110, the chapter's annual Community Serv- JIM LEHMAN has been named EAP ama~uo, Tx ~9i~5, ice Award to U.S. Congressman coordinator for Montana Deaconess (806) 878-4685. Richard E. Neal (D-MA) during the Medical Center in Great Falls, MT. Jim EOE~~.s.,...r..-~.--: 1 1 th annual Eastern Region Confer- was previously an EAP consultant in ence, which was hosted by the West- Denver, CO and worked for the Mile

NOVEMBER 1989 EAPA EXCHANGE 31

~ - ~ THE B~lSINESS PAGE HOW ONE BANK IN AN ACQUISITION GROWTH CYCLE IS DEVELOPING ITS EAP SERVICES by Allen Campbell the early 1980s, we found that health Vice President care costs were much higher there; on EAP PILOT PROGRAMS Manager—Personnel Systems average, 22%higher than in our other In late 1987, the Florida bank sub- &Support states. I recently attended a Mercer sidiary of NCNB, began an EAP pilot NCNB National Bank Meidinger benefits seminar which program for its employees in the Tampa, Florida showed that our claims experiegce is Tampa Bay Region. Concurrent with typical. On the average, monthly em- this decision, a sister pilot was in- any personnel and human re- ployee health care costs range from itiated in Charlotte. Each program was sources professionals are in- $107 to $114 through the northern distinct and managed by different ex- timately familiar with the two-thirds of Florida, but the costs in ternal EAP firms. trials and tribulations that are imposed more heavily populated southern Our decision to start an EAP in Florida by acquisitions and mergers. The con- counties run $147. We are also of the was the result of our experiences with tinued viability of the company de- belief that Floridians, on the whole, a multitude of employee problems, pends on how well employees accept are more demanding health care bene- many of which could not be resolved and are able to adapt to the new com- fit consumers, and costs are driven up or, in many cases, even detected by pany. At the same time, human re- even more by the fact that turnover our supervisors. Our program called sources programs need resourceful- rates in Florida are nearly 50%higher for supervisory or self-referral into the ness to adjust to the changes brought than in other states. program, which provided up to five on by growth. - The sheer weight of these costs has free assessment-and-counseling ses- NCNB National Bank, which is the had a direct bearing on the operation sions. In March 1989, we enhanced nation's ninth largest bank and head- of our EAP. Here is a brief chronicle of the program by including an addi- quartered in Charlotte, North Carolina, NCNB National Bank's program de- tional five counseling sessions which is an example of a company in such a velopment. were subsidized by the bank. Our EAP transition. NCNB embarked on an ag- provider gave us quarterly reports gressive acquisition program in the which contained statistics on our utili- early 1980s which has changed our in- zation, demographics; the nature of ternal business goals and has had con- the employee problems, and so forth. sequences for the banking industry na- We had all of the information we felt tionwide. Moving quickly into neigh- we needed to determine the effective- boring southeastern states and Texas, ness of the program. NCNB rapidly built a banking network In the summer of 1989, a task force that today spans seven states and has met in Charlotte to review the results of 30,000 employees. our pilot programs and determine Our rapid growth has been accom- what our next step as a corporation panied by escalating benefits costs, should be. It was established before- not only in absolute dollars, but on a hand that the corporation favored per-capita basis as well. This has been single, unified systems and programs largely due to the standard reasons for over state-by-state, decentralized rising costs, i.e. more covered lives, ones. As we began to analyze and plan medical cost inflation, cost shifting, for the future model of our EAP, ques- litigation, malpractice insurance tions were posed by senior manage- costs, employee purchasing practices, ment which were somewhat difficult etc. to respond to. Given the annual bene- While NCNB's acquisitions have fits cost increases which we faced, enabled the bank to grow and become coupled with other new benefits, e.g. more profitable, they have also moved "Companies have the child-care assistance, enhanced pen- us into markets which are much more sion and thrift plans, the task force was volatile from a benefits cost perspec- right to ask,'What are asked these questions: tive and have created a population we getting for our • Does NCNB really need the pro- base that is much more diverse and gram? Why? challenging to manage. Specifically, money?' Too often there • Will it make NCNB more competi- when NCNB expanded from North is no clear answer." tive? How? Carolina to Florida by acquisition in •What form should the program take?

34 EAPA EXCHANGE NOVEMBER 1989 • assessment-and-referral? assess- mentand counseling? • three sessions? five? eight? • How effective is the program? Is it helping our employees? e What do our supervisors have to say about the program? Has it helped or presentations from a number saved any employees? eider networks, all of whop • turnover absen- Does it reduce and well-qualified to deliver profe teeism? Does it improve productivity? counseling services. What w~ All of these were very difficult, yet also looking for, and never gc valid, questions which we were asked. fortable with, was their ability Those of us who had day-to-day con- a measurement of their benefi tact with employees, supervisors and bank. The vendors we lister those who managed or provided the which included some well-knc EAP services never questioned the pro- tional EAP firms, had difficu gram's benefits. plaining how their services could tan- In fairness to our EAP provider, many giblybenefit our bottom line. From our costs, specifically for psychiatric and of management's questions fall to the view, we were listening for an indica- Personnel Division to answer and tion that a vendor would be willing to substance-abuse claims. •training needs that NCNB should be clarify. We needed to be able to justify form a "partnership" with us and aware of, including supervisory and and sell this program to management. would regularly provide management management skills. )ust what benefit has employee assist- with concrete data. ance and counseling brought to the Ultimately, NCNB made the deci- bank? Have we improved our produc- sion to contract with a national firm for tivity, reduced turnover and absen- APPROACHING PROSPECTIVE EAP services covering 15,000 employ- CUSTOMERS teeism and saved employees who ees in our six-state Southeastern Re- EAP vendors need to approach pro- otherwise might have quit or been ter- gion. As a result of our studies, we plan spective clients with an understanding minated? Have we tracked and analyzed to work with our EAP provider to of their business needs and concerns. the supervisors' feelings about the pro- develop tracking and reporting substantive program? Has it helped them manage bet- mechanisms which will help us to Companies desire ter? Because we had not established continually evaluate the program. gram data, validated studies and some formal evaluation criteria and tracking Such tracking will include: assurance of quality treatment out- mechanisms, the task of convincing comes. The negotiation process be- senior management that the program •follow upon supervisory referrals in tween client company and vendor was costjustified became very, very order to determine counseling out- should be a "win-win" proposition for difficult. comes, whether employees are being both parties. Once the provider under- Certainly, each company must bear helped for their problems, and stands aprospective client's business responsibility for evaluating and whether the supervisor is satisfied with needs, it can structure systems, reports measuring the effectiveness of its EAP. the results. We are considering the and quality-assurance systems which But so, too, must each EAP provider hire of an independent auditing firm to provide the company with the per- set up the necessary systems to cost- evaluate quality assurance while formance measures it needs. In those justify its program to management. maintaining confidentiality between instances where data must be gathered Companies have the right to ask, employees and counselors. by the company, such as claims ex- "What are we getting for our money?" • assessment of turnover levels to de- perience, the EAP would be well- Too often there is no clear answer. termine perceptible changes. served to promote and help develop •an independent audit of the services these data. provided in order to obtain feedback By working together toward com- SEARCHING FOR A NATIONAL on the program from employees and/ mon goals, communicating and PROVIDER or family members. jointly assessing the EAP, both parties In making our assessment as to ~ detailed feedback from the provider can, as a team, male the program a whether a corporatewicle EAP would as to patient outcomes. valuable, cost-effective employee be adopted, NCNB heard marketing • measurements of health claims benefit. ❑

NOVEMBER 1989 EAPA EXCHANGE 35

~ < THE EAP CARD SALE PRICES LOWER THAN EVER uaw IMPRINTED uaw vo.e Y'Y Employe Asal~t~nce Plan WITH YOUR ~~~ 1 ~~ UAW REP. lOS ANGELES FORD PARTS CORD REP. CHUCK BALL UAW lOCA1. 509 LIZ HUSKA NAME, LOGO z,a zap CARDz,a•zs~•a,oe s,soSTRESS-ALERT AND Under stress ■Biack (stressed) • The EAP Card •The Stress Alert Card (see reverse) MESSAGE ~ Red (tense) • The Recovery Card •The Custom Card only at Use ~ ~ ~~~n (calm) room temp. —IN EFFECT NOW- (70.74°) ■Blue (relviced) Hoitl thumb on square for count of ten to md~cale your stress level J

YOUR STRESS-ALERT CARD Xpression Products is owned and operated The hgmd cry5lai on the Iron1 0l yUw rarA .s lemoe~alwe senghve and vorks an Ine Pnnc~We ~~al cob nar4s are ohen n sign of i¢nsmn -- Oue m restr¢teU urcNairon by a 10 year EAPA (ALMACA) Member. Wrote sUess rs not an uncommon rona~oon Im any o~ us. n can oe a cause of conrem when .I Aecomes cons~am and exceuroe *UNION Eteaesive ttrou is dlen inlerrelaletl wn~ ceROnai proDiems Tins is w~eie ... - PRINTED WE CAN NELP An FmD~Wee antl Mm~pemeet Resource Emplopef: II you are ~av~nq pruoiems wim AP CARDS • Aiconuil0rugs Maniavfanwy • f.mouonauStress • Rn~c!aVOinen MMpM: IIyOU tNYE an emplOyCe wllh a OanE~n o~ ~a11 Today ^~~~.i~,aRi.F • ADSentee~sm • GrOmess • PRtali (lelenora6U~ m pedmmdnt¢ • Per~ap5 a personal 0«D~em ~s Ine cause vie are Here to asysl `ou in resWvinq your pro0iem Help ~s un!y a phone tali ewer o 'rou nape w~hmq !n rose an0 a roi ~a gan FOR YOUR FREE SAMPLES, PRICES Fros• Fnl• ContlAenllil ~~ AND DESCRIPTIVE LITERATURE

Nonprofit Organization U.S. POSTAGE PAID •ASSOCIATION• HARRISBURG, PA PERMIT NO. 383 Employee Assistance Professionals Association 4601 N. Fairfax Drive :a,.ry7"i7r,7A~J7rC7 r":~71" r.. :t.'~:!:iY Suite 1001 ::f.• ;~ji:~7...... ,~~ 177 .I>+'L~a Arlington, VA 22203 C~~Ga ...; u;• ka C:~ _A]r..~r••_ C1l~.,J:1}J:? .:.n2!iu i~i~-~~ ra