~Mploye~S Torn Between Work and ~Aregiving

EAP Association Exchange 1991

Item Type Newsletter/Magazine

Publication Date 1991

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 04/10/2021 05:05:23

Item License https://creativecommons.org/licenses/by-nc-nd/4.0/

Link to Item http://hdl.handle.net/10713/6681 JUNE 1991 ~t~y;iV.,~ ~~~ VOL. 21 N0.6

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EAPs offer help to ~mploye~s torn between work and ~aregiving.... ~. responsibilities =Y- ~~ k~ GENERAL MOTOflS •EXXON FpRD MOTOR I8M •MOBIL •GENERAL ELECTRIC •TEXACO AT&T • E.1. DUPONT DE NEMOURS •CHRYSLER CHEVRON PHILIP MORRIS •SHELL OIL •AMOCO •UNITED TECHNOLOGIES OCCIDENTAL PETROLEUM •PROCTER & GAMOLE •ATLANTIC RICHFIELD •RJR NABISCO •BOEING •TENNECO • BP AMERICA •USX •DOW CHEMICAL EASTMAN KODAK MCDONNELL DOUGLAS •ROCKWELL INTERNATIONAL ALl1ED•SIGNAL • PEPSICO •LOCKHEED •KRAFT •PHILLIPS PETROLEUM WESTINGHGIlSE ELECTRIC •XEROX •GOODYEAR TIRE &RUBBER •UNISYS MINNESOTA MINI G S MANUFACTURING •DIGITAL EQUIPMENT •GENERAL DYNAMICS •SARA LE NAGRA •BEATRICE •SUN. GEORGIA•PACIFIC •ITT • UNOCAL • p•BUSCH • CAl'ERPILLAR • FIEWLETT•PACKARD JOHNSON 8 JOHNSON . OF AMERICA • INTERNATIQNAL PAPER RAYTHEON •COCA- TO •LTV •COASTAL •WEYERHAEUSER UNION CARBIDE • A OTOROLA HONEYWELL •BORDEN AMERICAN BRANDS BORA70RIE5 •EMERSON ELECTRIC • PILLSBURY Np INA • ARCHEFl DANIELS MIDLAND TEXTRON •COL AS INSTRUMENTS BRISTOL- MVERS •GENE ARTIN MARIETTA •MERCK o matter whether you're a Fortune W.R. GRACE • A 12ER •CPC INT6RNATIpNAL KIMBERLY•CLARK MERADA ESS H.J. HEINZ 500 company or a smaller BETHLEHEM STEEL • AL • HO ST CELANESE • iC INDUSTRIES OUAK OUP 3 RIVER CORP. OF VIRGINIA LITT ATORIES •TRIANGLE company that cares about its INDUSTRIES •BASF S REYNOLDS METAL •MEAD BAYER USA •TIME INC. RICAN CYANAMID D'.~- •DEERE employees, Greenleaf's regional • SCOTT PAPER •EATON Y FIRESTONE TIRE $ Ri dP 1 •BOISE CASCADE DELLOGG HAN USTRIES /. AMERICA Off' cN ILLINpIS SWIFT INDEPENDENT •COOPER INDUST~ ,ES BORG•WAA ,8R •NAVISTAR treatment centers are responsive to your INTERNATIONAL WARNER-LAMBERT • INLAY J STEEL INDUST~ DES A~"ERICAN STANDARp P"1% •CONTROL DATA • COCO SOLO NTi" 'RIF 5R nvMMAN employees' needs. COMBU'. o N ENGINEERING A~'O~' 7R .DUf ,.< •' d ,LIN ..ON HOLDINGS UNITED BRO ADS ~ AG~'1Y • STO'.~ C iY 11f 'R ~ ~ .LF 1~ !F GILLETTE •TIMES MIRROR •FMC Pc c: Si,. ,N' J' f( f: • f ENS BHP P u'.! NICK •GANNETT Greenleaf believes in quality care USG ARM~7 f Nd ~' !` iN' . lip pI'.. R' ~ .e.EP AROTHERS •WANG t B~ fC IIE6 'R' .Hl. '.11 Mt, eNGINE CME';NG- PLOUGH and has pioneered holistic treatment, HERO It _~ J HN' ~N ~ ~N'.1~ ..8 APPLE COMPUTER INf :RSOL4.~~'9N0 OUANTI 7 CH M~ :AL it ~ D KERR-~"SGEE •GREAT NOP HEPN N' (ODSA • 4p'. .A .D INWSTRIES • VF oP DHN •AMERICAN ETA JFI' R.R. which includes recovery programs to DONNE._.:Y R SONS ENGELHA~, • E~~ TART • H~~SHE' f 10f ~CCAR REVLON GNOUP ~.M WALT~n ~ AR~.~TP' ;G'.' ALC .NI Jf II~S XENITH mind, body, and spiritual ELECTRONIC" AMP GEC. A. ~''.1ME~ JI'.O' CP iP 'SIN i OpUG meet patients' PITNEY BOWr, KP',c RTECH 4M A ~'.,A' • R~ A•. .N'~dRN ~IONAL LAND 0'LP E~ B.F. GOOD Il • HIP, 1' Q e8 •AIR PF 1DUCTS & needs. Greenleaf has treated thousands CHEMICALS • JN '.L SN AN V• '~'...I~..eS •CORNING GLAS.. WORKS HARRIS N SIGHT-P,JDER IESI AU~N7-PEPPERELL • MP MVP' E •KNOLL overcome INTERNATIONAL Hnl_,,.GS • JOScPM c SEAGRAM &SONS r A°.f •MORTON of employees, helped them THIOKOL BI „K &DECKER pt''. TAKER HUGH' LC ll' ~A~ ~-PA~.FIC MAYTA :. •INTEL •' "~°STVA~ J • L.NGER P.~' 0 i ~0 11 N' lIONAL psychiatric or chemical dependency SEMICONDUCTOP ..~HGK TRUC 3 PENN? ~~ YS 1 f IC ~S • P'~AROID STANLEY WOR". FC ~T HOWAl.. MCGP ~~ •H ~ • F' ' /L '.JJN CORK & SEAL • .~LI1 01'' COL WORKS - 'EV .01' TIME; ~ TRtnOVA •SPRINGS problems, and they have returned INDUSTRIE" COt 1' Ol .TRIES INT'L III EP .l &CHEMICAL • J.P, STEVENS • PHELPS DODGF ~ .EN RAL SIGNAL 'E. ~E~INLAND • KOPPERS •DOVER successfully to the workplace. BECTON DICKINS' N ~' APCO I -TERM ATIONAL MULTIFOODS •CENTRAL SOYA • FREEPORT-N ~M~NAN AMD. GOLD KIST • MID•AMERICA DAIRYMEN SQUARE D •MURPHY OIL ~ MASCO INDUSTRIES •AVERY INTERNATIONAL Greenleaf's crisis telephone service DEAN FOODS WILLAM":TTE ' IDUSTRIES /ITCO • CABO? •PENN CENTNAI THOMAS J. LIPTON CH JAGO +AC"IC ~ RE iANCE ELECTRIC •HOLLY FARMS is available 7 days a week, 24 hours a FIELDCREST CANNON AMS' AP F' !Rf dX ' ALLE.K NY INTERNATIONA6 NATIONAL GVPSU! • AR' ID' ~~, ii 'RI' JL' IC S' d1E5 • SUNDSTRAND ASARCO •ADO PH ~. 0 ,S >I i~~~ WtL~rN FOODS PERKIN ELMER day. Greenleaf is ready to help. WEIRTpN STEEL • A ..Of Ai H~,fVI .; II~O~IRTAI~S •HASBRO •WASHINGTON POST •DOW JONES • ,...AO~" - ~ DOW CORNING NOp7EK HARCOUORT BRACE ~O~' ...viCH •OUTBOARD MARINE •CRANE •DATA GENERAL •NORTON FL' " .HOOD ENTERPRISES •UNION TEXAS PETROLEUM HOID~NGS INSPIRATION .RESOURCES •ESSELTE BUSINESS SYSTEMS • EG&G GpULD •BOWATER • TI~,iKEN E~SVSTEMS •COMPAQ COMPUTER •LAFARGE FOSTER WHEELER ~ MAXUS ENERGY •DWG «NATIONAL STA6ICH &CHEMICAL ARMTEK PENNWALT •TOSCO • HARSCO •HIMONT • AM INTERNATIONAL. Regional Centers CERTAINTEE~ •FARMERS UNION CENTRAL EXCHANGE •CLOROX •TYCO LABOpATOR1ES •AMERICAN GREETINGS •ECHLIN •TYLER •JEFFERSON SMURFIT BgOWN-FORMAN • CYCLOPS INDUSTRIES CHESEBROUGH-POND'S + Serving the Nation CROWN CENTRAL PETROLEUM BROCKWAV ~ HARTMARX MCCORMICK FEDERAL-MOGUL •VULCAN MATERIALS •BALL • LIX CLAIBORNE •GENERAL CINEMA +HARNISCHFEGER INDUSTRIES •CLARK EQUIPMENT •SMITHFIELD FOODS •GERBER PRODUCTS •TANDEM COMPUTERS • FEDEgAL PAPER BOARD A NEW BEGINNING •FIGGIE INTERNATIONAL •HOUSEHOLD MANUFACTURING MATTEL RUBBERMAID • lUBR120L •FRUIT OF THE LOOM WHEELING-PITTSBURGH STEEL • A.O. SMITH •ADVANCED MICRO DEVICES •CHAMPION SPARK PLUG PQTLATCH ECOLAB +VARIAN ASSgCIATES •YORK INTERNATIONAL. •PRIME COMPUTER •SEAGATE TECHNOLOGY' •MACMILLAN • TECUMSEH PRODUCTS GRF ~~1Alio CIi~NT~~ INC. PACIFIC RESOURCES •DELUXE CHECK PRINTERS •GENERAL INSTRUMENT RAYCHEM •BEMIS •RORER GROUP • ARISTHCH CHEMICAL •FISHER SCIENTIFIC A REGIONAL PSYCHIATRIC AND CHEMICAL DEPENDENCY HOSPITAL GROUP •FAIRCHILD INDUSTRIES •SAVANNAH FOODS 8 INDUSTRIES •MINSTAR • FERRO • ALLEGHHNY LUDLUM • A.H. ROBINS •NUCOR •QUAKER STATE NALCO CHEMICAL •BAUSCH & lOMB •GAF +CINCINNATI MILACNON INTERLAKE •AMSTED INDUSTRIES • 7ElEX •LOUISIANA LAND &EXPLORATION Fort Oglethorpe, Georgia •WORTHINGTON INDUSTRIES CF INDUSTRIES •MOHASCO •DANAHER FLOWERS INDUSTRIES •CYPRUS MINERALS •PENTAIR •BRIGGS & STRATTON DEXTER WM. WRIGLEY JR. 3EALED POWER •FUQUA INDUSTRIES •ANCHOR 1-500-982-9922 • (401) 861-4357 GLASS CONTAINER •UNITED MERCHANTS & MANUFACTURERS •LONE STAR INDUSTRIES •INTERNATIONAL CONTROLS • SNAP~ON TOOLS •STORAGE TECHNOLOGY •INTERSTATE BAKERIES •INTERNATIONAL FLAVORS & FRAGRANCES •CONSOLIDATED PAPERS •BELL &HOWELL •HILLENBRAND INDUSTRIES •OCEAN SPRAY CpANBERRiES •NEWELL •INSILCO •MEDIA Valdosta, Georgia GENERAL •ROPER •UNIVERSAL FOODS •DENNISON MANUFACTURINQ GEORGIA GULF • KA(NAN • ALLIS-CMALMERB SHAW INDUSTRIES •LORAL 1- CRAY gESEAHCH HARLEY•DAVI~SON • EAGLE-PICHER INDUSTp1E5 AG 800-247-2747 • (912) 247-4357 PROCESSING •CHESAPEAKE •COOPER TIRE &RUBBER •JOY TECHNOLOGIES ROHR INDUSTRIES STANDARA REGISTER •LEGGETT &PLATT •PITTWAY • C.fl. BARD INTERGRAPH •JOSTENS •NERCO • BAIRNCO •PULLMAN •VALERO ENERGY •COOPER COS. •AMETEK WESTMORELAND COAL • BUTLEq MANUFACTURING •MAGNETEK •WARNACO GROUP •VISTA CHEMICAL •HANDY Killeen, Texas & HARMAN •HENLEY MANUFACTURING •CALMAT • THORN APPLE VALLEY AVERY MEREDITH •COLEMAN •OHIO MATTRESS •MARION LABORATOpIES 1-800-553-4033 • (817) 554-5800 H.B. FULLER •PHILIPS INDUSTRIES •TEXAS INDUSTRIES •MITCHELL ENERGY CALIFORNIA 8 HAWAIIAN SUGAR •LESLIE FAV •HUBBELL •DIXIE YAgNS HERMAN MILLER XIDEI( KELLWOOD •SHAKLEE •LONGVIEW FIBRE •LIQUID AIR o UST • CpMPUTERVISION REYNOLDS d REYNOLDS •NATIONAL COOP. REFINERY •HARVARD INDUSTRIES • NEWMONT MINING H.H. R08ERTSON .Tonesboro, Arkansas HARTE-HANKS COMMUNICATIONS •HON INDUSTRIES •APOLLO COMPUTER O%FORD INDUSTRIES •SCI SYSTEMS •COMMERCE CLEARING HOU36 STANA~VNE MtA-COM •CARLISLE •GUILFORD MILLS •TAMBRANDS •SUN 1-800-852-4321 (501) 93~-2800 MICROSYSTEMS •JEPSON •MILLIPORE • RICELAND FOODS •FABERGE • SUN- DIAMOND GROWERS •TORO •BIG THREE INDU3TRIE5 NOMES7AKE MININQ AL8ERT0 CULVER PHILIIPS•VAN HEUSEN GEpRG1A KRAFT •AMERICAN MAIZE-PRODUCTS • COLECO INDUSTRIES • FOXBORp •LUKENS MEpTRONIC GROW GROUP • QREAT LAKE3 CHEMICAL •ALLIED PRODUCTS •SCIENTIFIC- CORPORATE OFFICE ATLANTA •ATARI TRINITY INDUSTRIES •AFFILIATED PUBLICATIONS • NOXELL • AFG INDUSTRIES •CAMERON IRON WORKS •CARPENTER TECHNOLOGY RUSSELL •KIMBALL INTERNATIONAL • eNVIpONDV NE INDUSTRIES • BASSET7 Chattanooga, Tcm~essee FURNITURE INDUSTRIES •SPRAGUE TECHNOLOGIES • CLEVELAND-CLIFFS STANDARb PRODUCTS A. SCHULMAN •WESTERN DIGITA4 M.A. MAPINA (615) 870-5110 "QUALITY OF LIFE" is affectjob performance, a phrase that has con- access the health ben- WL and the efit plan, and require sistently been used by the media during the case management af- 1980s and so far in the terreferral totreatment. 1990s. It calls into Wor1~/Fami l Issues How can she possibly question people's ev- administer child care, eryday activities and whether those activities enrich their eldercare and other family-focused problems that purport- lives. As a consequence, employed adults are more aware edly impact on job performance, but are not a part of the that they spend the majority of their waking hours on traditional EAP focus? weekdays working, getting ready to work, or commuting to The pivotal factor seems to be whether the sponsoring work. Thus, "quality of work life"(QWL) is a vital piece in employer is wi I I ing to make additional fi nancial outlays for the whole "quality-of-life" panoply. more staff. If so, these additional employee investment One complicating aspect of the quality-of-life issues is programs can be administered through the EAP or other that non-work-related problems can manifest as QWL occupational programs. In this issue, EAPA President issues, such as when employed caregivers are preoccupied Daniel Lanier introduces readers to the concept of "Em- on the job with worries about whether those under their ployee Assistance Services," or EAS, an umbrella function guardianship are being properly attended. Many progres- inclusive of "Family/Child Activities," along with tradi- sive companies and unions recognize workers as valued tional EAP and other functions. EAS is an investment that commodities and are making accommodations to help President Lanier feels more employers will make in the them balance these competing interests, even though the 1990s as workers try to hold down theirjobs, marriages and workplace is not the source of problems. caregiving responsibilities in the face of a family unit in transition. EAP SERVICES,in and ofthemselves,enhance QWL. How- ever, the question arises about how far an EAP's responsi- EAPA MEMBERS are asked to turn to pages 42-43 for a bilities should be stretched to provide additional services report of EAPA's 1991-92 budget. Asa "shareholder" in that help employees meet family needs. Here is a situation EAPA, you are entitled to know where EAPA gets all of its that hits righton the nameplate: A company has one internal revenue and how it is spent. EAP professional who serves 5,000 employees. Her time is already stretched thin in providing traditional services that ~~ Gx72~,t,C~

EXECUTIVE OFFICERS Brenda Broughton Sandra Turner, Chairperson, Employee Daniel Lanier, President Canadian Region Assistance Certification Commission Donald W. Magruder Vice President — Operations STAFF Debra Reynolds COMMITEE CHAIRPERSONS Thomas ). Delaney, Jr. Vice President — Administration Claire Fleming, Advisory to Executive Director Kevin M. Parker, Secretary EAPA Exchange Pat Patrick, Treasurer Judith Evans, Associate Director Jane 011endorff, Annual Meeting Rudy M. Yandrick, Editor Selection REGIONAL BOARD MEMBERS Site Gregory Delapp Sally Lipscomb, Benefits PUBLISHED BY: Eastern Region Jim Roth, Bylaws The Employee Assistance Professionals James O'Hair Chuck Taylor, Consultants Association, Inc. Mid-Atlantic Region Carl Tisone, Development 4601 N. Fairfax Drive Carolyn Stark Muriel Gray, Education and Training Suite 1001 Mid-West Region Tom Pasco, Ethics Arlington, VA 22203 Janet Deming john Hooks, Ethnic &Cultural Concerns North Central Region Telephone (703) 522-6272 Nancy Bailey Thomas Murgitroyde, Labor Pacific Region Miriam Aaron, Legislative and Public Policy Cynthia Persico William Schleicher, Membership O 1991 by Employee Assistance Southern Region John Gorman, Program Managers Professionals Association, Inc. Charlie Durban Terry C. Blum, Research Reproduction without written Southwest Region Bradley Googins, Special Projects permission is expressly prohibited. James E. Lehman Tamara Cagney, Standards Publication of signed articles does Western Region John J. Hennessy, Treatment not constitute endorsement of Vaughn Mosher personal views of authors. International Region loan McCrea, Women's Issues

JUNE 1991 EAPA EXCHANGE 3 ~1:1Y :lstirit'i:1'rtc)~,' TABLE OF ~E'~t~~ CONTENTS -[~~N~

WORK/FAMILY ISSUES ~~ FAX6ack Survey Education ,Training ~ f and Certification ' r ~`- ~ ~'., ~~ y _ ~~ -,-, i i ~ . ~k 'd "_ WOMEN'S ISSUES N ~ y, 'i Y~~y' ;~ F `' :.APs aifer help to ~ ~ EAPs and the Feminization EAPs and the Workplace Response emn~oyees tarn between wnelt anA ~ ' ' of Poverty (Part 2) by Bradley Googins caregiulnr~ ~9.` ~*"+' responsiUilities ~° ~}I~~"`il ~~" by Walter Reichman and e The Exchange thanks the following organizations for graciously supplying photos Madeleine Tramm appearing on the cover of this issue: Carpenter Technology Corporation, for the Occupational Work/Family Pro- three photos of work scenes; and Messiah NATION~4L CONFERENCE gramming Rests Comfortably Under Village, Mechanicsburg, PA, the "family" at the the Employee Assistance Services photo top left. Umbrella Keynoter ).M. Duran violence Family and the workplace; Will Discuss the "Big Q" by Daniel Lanier bye. Ingrid Amberson ~- ~ $ Setting up a work and family ~ ~~ resource library; by Paula Bills FAXback shows some companies, FINANCIAL REPORT Keeping the "company family" as unions provide strong W/F benefits/ part of the corporate team; by Roger services Wapner Legal parenting: A delicate balance; EAPA Sets Budget by Michele M. Ginnerty and Donald for 1992 L. Oberg Balancing Caregiving for the Elderly ~ featuring color graphics and Work Responsibilities: by Carol ._~ showing income and expenses Bennett-Sp ei g ht EAPA s Child Helping relieve the squeeze of and Family working women with preschool Subcommittee ~ (' ' ' children; byludith R. Peres

DEPARTMENTS ,~ Regions and The Business Chapters Page

Editor's reports of the Western District Survey shows benefit of adver Comment Conference,and SanDiegoand tising in specialized business Colorado chapter events publications; by Rudy M. From the Yandrick, editor ~-- Executive Director ~ EAP InfoTracks Also of interest: commentary on work/family issues ; ' Conferences CEAP Professional Liability and Workshops Insurance application Committee News Index of EAPA publications Advertisers — ~ ~ order form ~ ~ , ~ , Public ~ "' Policy ' ~` ~ ~ Subject Search r Catalog

4 EAPA EXCHANGE JUNE 1997 FROM THE EXECUTIVE DIRECTOR 9~ by Thomas J. Delaney, Jr., CEAP A number of social critics have include EAP in the "macro" role of EAPA Executive Director been trying for a long time to get the helping industry deal with the larger school systems to assume the roles of issues that impact work and family. collection of articles appears the family. More recently, there has Does this mean EAPs are to assume a in this issue under the theme been increasing criticism of the "do-gooder" role of tryi ng to el i m i Hate "WorWFamily Issues." To a schools' apparent inability to provide all societal woes? That hardly seems person outside of the EAP field, this pupils with basic education and the likely. EAPs should be in the forefront may seem I ike a completely new focus skil Is necessary to be prepared for the of industry's role in addressing the for EAPs. However, the EAPA mem- workplace. A few months ago, one of worWfamily problems that impact on bership knows that an EAP practitio- our members from a very large manu- the work organization. ner has long functioned at the crucial facturertold me that practically none In addition to embracing the juncture between work and fami ly and of their blue-collar hires had the edu- broadbrush technique, another way has had to deal with the related issues. cation necessaryto performtheneeded that EAPs and their predecessor—oc- Nevertheless, the opportunities and work. His industry and others are cupational alcoholism programs— roles are changing. It means that EAPA having to do what they perceive as the havedealt with families is through the and its membership are addressing school's job. As industry increasingly "family disease" nature of substance worWfamily issues from the perspec- searches for the causes ofth is problem, abuse. We have known through our tive of the 1990s and the challenges it recognizes itssystemis nature. Itwi work with dysfunctional families, that face labor, industry and society have to work in conjunction with children of alcoholics and the strain forthe rest of this century and the early schools, government, families, that substance abuse puts on al I of the years of the next. churches and all of our institutions if it addict's significant others, that the re- The litany of worWfamily issues is is to be assured of a productive work habilitation of the troubled employee long and growing. Both the workforce. Whileempioyerswill necessarily often requiresfamilyservices.Although place and the family have undergone have to continue focusing on their all societal problems are not caused tremendous changes which impact primary mission, there is also a rec- by substance abuse, it will be helpful each other. Other societal changes ognition that their markets and com- to industry in understanding its role in impactboth laborandemployers,who petitive position are affected by world worWfamily issues. increasingly look to EAP staff to give family issues. Just as the EAP practitioner has had these issues relevancy to the work- to acquire more knowledge to deal place. Not only is the EAP called into with the War on Drugs and managed help with the casualties of such "Once the broadbrush care issues, so too are we finding the changes, they are increasingly asked technique was identified same situation with work and family. to participate in policy planning on As the population becomes increas- these issues. )ust as in the early days of as the best way to deal ingly diversified by culture and race, the "War on Drugs," those EAPs wh ich with alcohol and drug as the population "grays," as our aggressively seek to be included in the abuse problems in the economies become increasingly in- policy decisions will be in a better ternational, we will have to broaden, position than those which just volun- work force, EAPs had to not only the scope of practice, but the teer to carry out the decisions of oth- get involved with work/ education, training and accountabil- ers. family issues." ity for what we do. The changes in the family are well- In the last few weeks, I have done documented. They mean that old even more than my usual amount of industrial relations policies, such as Does this mean that EAPs will be airplanetravel. I havebeen pleasantly those for health insurance and child- abandoningtheirrole inthe substance surprised bythe numberof"seat mates" birth leave, are not relevant to many abuse field? Of course not! Once the who not only know about EAP, but current workers. It also means new broadbrush technique was identified speak highly of its utility to them as challenges posed by child care and as the best way to deal with alcohol- business managers. In many industries, eldercare. The informal "policies" of ism and drug abuse problems in the EAP is now seen as an integral HR a generation ago or less often rel ied on work force, EAPs had to get involved function, but we can increase this by the strong family and community sup- in work/family issues. What seems to assuming leadership for worWfamily ports which either no longer exist or be changing is an expansion away issues. If we don't, someone else will are being overwhelmed by other de- from the "micro" focus of assisting because the issues wi I I be on i ndustry's mands. individual worker/family problems to front burner for the 1990s. C~

JUNE 1991 EAPA EXCHANGE 5 'n any growing national association to the chapters. She also devised a Lfisted below is the 1991 editorial with chapters or affiliates, such as financial form that can be used by the schedule for the EAPA Exchange. EAPA, a part of the recipe for success chapters to track their expenses and EAPA members who are interested in is cooperation and coordination of income. This form makes it easier for contributing an article on a particular activities between the national and a chapter to operate during the transi- theme, or in being interviewed for an local entities. Nurturing this relation- tion of new chapter treasurers. It was article on that theme, are encouraged ship has been a priority of EAPA over just one of the ideas expressed by to submit an abstract of about 200 the past several years, as exemplified chapter officers to make their volun- words. The abstract should provide by the development of the Chapter teer work more efficient. details on about what you propose to Officers Manual. Mary Schmidt concluded by pro- write about or be interviewed for. It This spring, headquarters staff viding detailed i nformation onthe cer- must be accompanied by a vita, resume members have traveled to EAPA re- tification process. For instance, she or other description of your gions to train chapter officers. The described how the recertification pro- qualifications. Mail the abstract and staff members who conduct the cessworks—including howCEAPscan accompaniments to: Editor, Ef1PA trainings include: Traci Adams, Mem- accrue PDHs, the verification of EAP Exchange,4601 N. Fairfax Drive,Suite bership/Chapter Coordinator; Debra experience procedure that is com- 1001, Arlington, VA 22203. PLEASE McClard, Comptroller; and Mary pieted before a CEAP candidate can sit NOTE: Members should submit Schmidt, Certification Administration for the exam, and CEAP annual main- abstracts onlyforthose themes thatare Manager. tenance fees. underscored. The first training was held during The sessions provide headquarters the District 2 Conference in Houston, staff, regional representatives and JULY on February 23, for Southern and chapter officers with a new opportu- 1991 National Conference and Southwest chapter officers. In March, nity to exchange ideas and issues of Workplace Drug Testing Midwest regional representative concern. Because of the officers' Carolyn Stark coordinated a training comments, headquarters staff is AUGUST session in Toledo, Ohio for chapter implementing new procedures for Counseling and Treatment of the presidents and vice presidents in her serving chapters and their members, EAP Client region. Atthe District4 Conference in such as sending a monthly membership Newport Beach, California in April, roster with the monthly dues check SEPTEMBER EAPA staff met with chapter officers mailed from headquarters to each International EAP Development from the Western and Pacific regions. designated chapter representative. A session is planned during the Dis- Both headquarters staffand chapter OCTOBER trict 1 Conference in Washington, D.C. officers report having enjoyed meet- EAPs Across Different Industries on June 23. ing face to face with people whom Each session consists of several they had many phone conversations. NOVEMBER outlined agendas and pamphlets that EAPA regional representatives or Health &Safety Programming in the are used as guides. The material was chapter officers who would like to Workplace developed from inputthestaffreceived arrange a training session with head- from the officers of each district. The quarters staff are asked to call Traci DECEMBER format of the training is relaxed and Adams at(703) 522 -6272. The head- 1991 National Conference Wrap-Up the officers are free to ask questions quarters staff looks forward to hearing and EAP Strat~ies for Serving Small during the presentation and following from you. C~ Business its conclusion. During the trainingsessions heldto date, Traci Adams informed the officers of the specifics of EAPA member- Extended Care/Halfway House ship. She gave them ideas to share Adolescents/Adults with the membership regarding the time necessary to process applica- tions for national and chapter mem- ~D OPPORTUNITIES bership,changing anaddress,and how to read computer reports from Na- tional EAPA. The officers were also • Chemical Dependency/Co-dependency given important dates that the mem- • Sexual Abuse bership needs to remember. • Eating Disorders Debra McClard shared important • Dual Diagnosis IRS information with the officers. She • Relapse Prevention 808 Pitt Road •Scott • Louisana • 70583 explained the importance of tax-ex- • Vocational Rehabilitation (318) 896-3451 emptstatusfor EAPAand how it relates

6 EAPA EXCHANGE JUNE 1991

i ~'

• ' ~~~~

~ • ASSOC IATIOIV •

1~ ~. r APPLICATION FORM 1 ~ NAME ~ ,'ADDRESS _ CITY STATE ZI P ~ IS ABOVE ADDRESS OFFICE OR HOME? PHONE: Office home

~ 9 Are: you a member in good standing of EAPA?

' YES NO ~ c~ Professional degrees and training, licenses, certifications ~ CJ

~ ~ Current position and professional activities

' _._

~ ,. Estimate annual number of: ~ Annual income derived from ~ ~`~ assessment& referrals ~ employee assistance practice ~ counseling sessions ' other (specify) _ 19 $

~ --~ Current professional liabilitycarrier (if any): ~ / 1 ~ (~ Have you:ever been declined for professional liability insurance coverage? YES NO ~ ~) ' If, yes, please explain-

~ Have. you had any professional liability lawsuits and/or claims brought against you in the last five (5) ' ~' ~ years? YES NO _If yes, please explain on a separate sheet of paper.

' 7D SIGNATURE OF APPLICANT DATE ' SIGNING THIS FORM AND TENDERING THE PREMIUM DOES NOT BIND THE APPLICANT NOR THE COMPANY/UNDERWRITER TO COMPLETE THE INSURANCE i COVERAGE. IF THE INSURANCE IS EFFECTED, FAILURE TO RESPOND CORRECTLY TO THE QUESTIONS CONTAINED HEREIN MAY RESULT IN VOIDING OF THE ' COVERAGE. THIS APPLICATION MUST BE COMPLETED IN FULL. IF A QUESTION DOES NOT PERTAIN TO YOU, PLEASE I' ENTER "N/A". THE APPLICATION MUST BE SIGNED. PLEASE SEE THE INFORMATION ON THE REVERSE SIDE OF THIS FORM FOR THE DEADLINE OF THIS APPLICATION.

' Return to: ~ Thomas E. Van Wagner Insurance ~ 21 Maple Avenue P.O. Box 5710 ~ ' ~ Bay Shore, NY 11706

' Questions? Call (516) 666-1588 Make a copy of this application for your records. INFORMATION ABOUT EAPA'S PROFESSIONAL LIABILITY INSURANCE POLICY FOR CERTIFIED EMPLOYEE ASSISTANCE PROFESSIONALS

This special program has been crested to meet the professional liability insurance needs of Certified Employee Assistance Professionals who are members of Employee Assistance Professionals Association. It provides the broadest avai sable professional liability protection for CEAPs atvery competitive rates. The program is underwritten by J.J. Negley Associates, a firm expert in the field of professional liahility. Thomas E. Wan Wagner Insurance is the program administrator.

POLICY COVERAGE FEATURES PROFESSIONAL LIABILITY Limit of liability for entire group: $1,000,000 per claim $1,000,000 per-person aggregate This coverage is for individual CEAPs 1 Occurrence form Defense costs in addition to the limit No deductibles

EFFECTIVE DATES OF COVERAGE CYCLES

ISSUE OF THE PREMIUM

EXCHANGETHAT DEADLINE FOR POLICY'S POLICY IS PLUS APPLICATION RETURN OF EFFECTIVE IN EFFECT ADMIN. APPEARS IN FORM DATE UNTIL: FEE

March 1991 April 15, 1991 May 15, 1991 May 15, 1992 $185 June 1991 July 15, 1991 August 15, 1991 $185 September 1991 October 15, 1991 November 15, 1991 $105 December 1991 January 15, 1991 February 15, 1991 $105

PLAN ADMINISTRATOR AND CONTACT

This plan is administered by Thomas E. Van Wagner Insurance, 21 Maple Avenue, P.U. Box 5710, Bay Shore, NY 1 1706;(516) 666-1588; FAX (516) 666-9072. ELIGIBILITY

This insurance program is available only to Certified Employee Assistance Professionals who are members of EAPA and meet the program's requirements. The policy provides professional liability protection for individual CEAPs. It is nor intended for and does not cover physicians, social workers, psychologists or nurses in the practice of their professions. COMMITTEE NEWS Consultants Directory Nearly Ready

Two of EAPA's most important A featu re of the new d i rectory is that Chuck Taylor ~ documents to help employers consulting companies with multiple learn about EAPs are the Stan- office sites may have additional geo- The committee is receiving guidance dardsand managed care monograph. graphical listings. (The consultants and staff support from EAPA Associate But suppose an employer reads up on have been assessed a $50 fee for a Director Judith Evans. EAPs and decides s/he would like to single alphabetical and geographical To assure that the committee is implement a program. Then what? listing, and $20 for each additional geographically balanced,Taylorwrote This is where EAPA's Directory of geographical listing.) Unlike the cur- to EAPA's regional representativesfrom EAP Consultants becomes a vital in- rentdirectory, the only place where a regions not having a member on the formational tool. EAPA's original di- short description of the individual committee and asked each of them to rectory was published in 1988 and consu Itant or consu Iti ng company wi submit the name of a candidate to join became a hotly sought-after addition appear is in the alphabetical listing. the committee. From that inquiry, to EAPA's library of resources. It has The geographical listing will identify new additions have been made to the lived a full shelf life, however, and a only the name of the company under committee including: Karen Hagen second edition of the directory is due the city and state. A user maythen find (dor &associates, inc., Minneapolis, out in late summer. the company listed in the alphabetical MN), Donna Abernethy (Employee The Consultants Committee is di- listing to view the detailed informa- Assistance of Central Virginia, recting the project to prepare the up- tion. Lynchburg, VA), Kathy Kykylo (Per- dated directory. According to chair- Each alphabetical listing will also sonal Performance Consultants, Ann person Chuck Taylor, "People move include the types of service provided, Arbor, MI), Robert Mines (Mines & in and out of this field every day and status (i.e. independent consultant, Associates, Denver, CO), and Susan we finally reached the point where it subsidiaryorgovernmententity),profit/ Skinner(Personnel Assistance Services, was time for a complete update to the nonprofit status, date the organization St. Louis, MO). original directory. The importance of began to provide services, and geo- EAPA is joined in the project by the consultants to the. EAP field has be- graphical areas served. Occupational Program Consultants come more critical, even since the Consumerguidelinesforbusinesses Association, officially represented by original directory was published. So using the directory will also be pro- its president, Kris Brennan. OPCA is we feel the new d irectory wi I I go far to vided by the committee. Taylor says serving in an advisory capacity, as it promote the services of consultants, the directory will be a useful resource did during the preparation of the first and we plan to market it so it fal Is into for multi-site companies to find EAP directory. the hands of business managers who professionals throughout the U.S. and In addition to this project, the Con- make purchasing decisions." internationally, for consultants who sultants Committee is involved in dis- At the time th is article was written, want to network,for internal EAP pro- cussions with EAPA's Membership an application for people wanting to fessionals looking for consultants to Committee on plans to recruit new be listed in the new Directory of EAP serve outlying employees, and for members. "We are working on strate- Consultants was in the hands of 6,750 companies which are considering gies to try and increase our member- members and about 1,500 nonmember implementing EAP services and have shipfrom the consulting community," CEAPs. Responses were due by June contacted EAPA for assistance. says Taylor. "We realize that many 17. Once available for purchase, the The Consultants Committee began consultants feel they don't have the new directory will run $25 for EAPA discussions about the new directory time to devote to chapter activities. So members and $45 for nonmembers. IastOctoberduringthe National Con- we're trying to promote the benefits of Theformatofthe newdirectorywill ference in New Orleans. JoiningTay- belonging to EAPA and how it's con- be simplified. Says Taylor:"The com- lor (who is with Burke-Taylor Associ- sistentwith their business goals. Fur- mittee decided the new consultants ates, Research Triangle Park, NC) as thermore, we are looking for incen- directory would be more'userfriendiy' original committee members are Bill tives for staff members of the larger if we adopted the EAPA membership Kippley(EAP Consultants, Inc., Fargo, providers to join. If the professional directory model." Therefore, the up- ND),Jim Roth (Drug-Free Workplace/ staffs of the very largest EAP firms were datededition will havetwo listings; an PEACE, Phoenix, AZ), Kris Brennan all to join, this would have quite an alphabetical listing for al(consultants, (Lincoln EAP, Inc., Lincoln, NE), and impact on our membership totals. But and a geographical listing. The geo- Jack Dolan(Managed Health Network, discussions are in the works and we graphical listing will be broken down Inc., New York, NY). Dolan, the out- are looking for creative ideas." C~ by state, and each state will be subdi- going committee chair, oversaw the vided by city. development of the current directory.

JUNE 1991 EAPA EXCHANGE 9 puB~~c POLICY Hearings on ADAMHA Reauthorization Begin

The following article is based on re- special populations, such as pregnant statutory authority to support the de- ports provided by Dick Bickerton, women, adolescents and persons in velopment of workplace programs EAPA's public information officer. the criminal justice system. designed to prevent drug and alcohol As Congress' proceedings on the abuse by adults and youth, and to ongress has begun its triennial identify, intervene with, and assist ritual of reauthorizing the Alco- reauthorization continue, EAPA will and public employees who are affected by per- hol, Drug Abuse and Mental present legislative policy recommendations it considers vital to sonal and family drug and alcohol Health Administration (ADAMHA). the employee assistance field. Among abuse problems. While the reauthorization process is the recommendations are: In addition to these recommenda- usually perfunctory, it is also an oppor- tions, EAPA will also seek to have tunity for professional and other inter- • Incorporation of EAPA's legal language inserted in the est groups to advocate for changes definition of EAP into the reauthorization bill to impose respon- which they consider constructive. reauthorization bill or accompanying sibility on each state to provide tech- Hearings have begun in the House report ensuring consistent under- nical assistance to employers and Subcommittee on Health, chaired by standing ofthecomponents of an EAP. unions on establishing EAPs. It is also Rep. Henry Waxman (D-CA), and • Increased involvement of the Of- hoped that funding for research by hearings in the Senate Labor and Hu- fice of Treatment Improvement (OTI) NIDA and NIAAA will be maintained man Resources Committee,chaired by in EAP development by providing for workplace research. Sen. Edward Kennedy(D -MA), are ex- technical assistance and training to A final goal is the reauthorization pected to begin soon. According to business and labor. Specifically, EAPA and modification of the U.S. Depart- Ron Weich, counsel for drug control will propose that OTI be given the ment of Labor EAP grant program. policy in the Senate L&HR Committee, responsibility to improve coordina- Overthe lasttwofiscal years, about $4 the hearings will address five major tion between treatment facilities and million has been earmarked as seed issues: non-health-care systems such as em- money for EAP development. New (1) The balance between research, ployers,labor unions and schools,and emphases would be placed on target- on the one hand, and prevention and to encourage adoption of EAPs and ing small businesses and implement- treatment, on the other. student assistance programs. ing apublic awareness campaign to (2) The Alcohol, Drug Abuse and • Increased involvement of the promote EAP development Mental Health Services(ADMS) block Office for Substance Abuse Preven- Rep. Waxman's subcommittee grant. tion (OSAP), which has responsibility hearings so far have focused on what for expanding and alcohol some EAP practitioners perceive as an (3)Splittingthe blockgrantbetween drug pre- efforts.OSAP also administers unwieldy and occasionally discrimi- mental health services vis-a-vis alco- vention community partnership grant pro- natory ADMS block grant. Hearings hol and drug services. a gram which provides funding to have investigated the viability of split- (4) Mechanisms for ensuring ac- community coalitions to work to pre- tingthe grants funds into two separate countability. vent alcohol and drug abuse. EAPA blocks; one for mental health, one for (5) Categorical programs that target will propose that OSAP be given the alcohol and drugs. C~ COCHT~Al~T HOUSE/COCHRAN CENTER EXTENDED CARE PRO~n:AMS For EXTENDED CARE, consider COCHRAN PROGRAMS. We offer: ~ Supportive Living ~ 1-1 Counseling ~ AA/NA/ACOA ~ Family Program ~ 90-1 SO Day Programs ~ Employment Required ~ EAP Specialists ~ Tutor ~ Special Interest Groups ~ Volunteer Program ~ Complimentary Video We provide an up-do-date lecture series, detoxification, relapse program and transportation to and from employment. A cost- effective means to develop responsibility, the work ethic and a healthy lifetstyle for chemically dependent males, ale 1 ~ and up. 1200 E. 18th St., Hastings, MN 55033 612-43?-4565 for information/intake

10 EAPA EXCHANGE JUNE 1991

4 ~,~,.~—

EAPA's 703-522-4585 ~ ~ -~ I ~ ~ ~~ ' R ~ ; ~, '~. ,, ~~, ,;;~ ~ `;``i

EDUCATION, TRAINING AND CERTIFICATION EAPA is conducting a needs survey which will be used NAME to help plan for its future education, training and ORGANIZATION certification activities. EAPA's Education &Training Committee, chaired by Muriel Gray, invites the member- ADDRESS ship atlarge to respond to this survey. EAPA members are PHONE NUMBER are asked to complete this survey and fax it back to EAPA, at(703) 522 -4585, by )uly 31. We look forward to hearing Are you a CEAP? yes ❑ no ❑ from you. NOTE: This is not the same survey that was mailed to CEAPs several months ago. ~ I ❑Personnel/human resources D Teleconference manager What is your current EAPA member- ❑Other shipcategory? (please check one) ❑Other

❑individual ❑associate ❑ retired Please rank the fol lowing types of edu- D student In which ContentArea(s)should EAPA cation and training in terms of their (individual) focus on making training available? ❑organizational importance (1 being the most impor- ❑organizational (associate) (Please rank these in order of importance; 1 is most important, 6 is least tant, 11 being the least important). important.) In which of the following sectors do _Non-credit seminars(PDH -ap you work? (please check one) 2 Content Area 1-Work proved) of up to days in duration Organizations _ Non-credit seminars(PDH -ap ❑ private/for profit longer 2 Content Area 2- Human Resource proved) than days ❑ Labor union/government On-campus college Management _ credit courses government which lead to degree ❑federal _ Content Area 3- EAP Policy & a ❑ private sector/nonprofit On-campus college credit course ❑ local government Administration Content Area 4- EAP Direct which are not degree-oriented ❑ labor union/private _ Off-campus college credit courses ❑ state government Services Content Area 5- Chemical Depen leading to a degree dency and Other Addictions _ Off-campus college credit courses which are not degree-oriented Content Area 6- Personal and What is your primary functional EAP _ National conferences/seminars/ Psychological Problems responsibility? (please check the one courses where you spend the most time) 5 Regional conferences/seminars/ In which ofthefollowingformatswould courses O Program administrator/manager/ Chapter or local Conferences/semi coordinator (internal EAP for you liketrainingtobeprovided?(check all that apply) Wars/courses employees) Subject of training ❑ Program consu(tant/manager /service _ Quality of information provider (business/union external O Seminar EAP) D Self-study guide only (program design & ❑Videotapes ❑Consultant -based courses Please offer any other suggestions or development—no direct services) ❑University comments regarding your education O EAP counselor and training needs O Marketing representative OCommunity relations representative QTherapist O Industrial relations representative Thanks for vour help!! Members w/o fax machines are welcome to mail responses to EAPA headquarters Use another sheet of paper, if necessary r

' EAPA's many publications are available for purchase (3}Provide address information, detach this form (or' ~ from association headquarters. To order any of them, a photocopy of it), enclose with it your check or purchase ~ ~ please follow these instructions: order, and mail to: EAPA, 4601 N. Fairfax Drive, Suite ~ (1 ?Check the boxes to the left of the titles you want. 1001, Arlington, VA 22203; telephone (703) 522-6272; ~ (2)Include a check or purchase order to EAPA for the fax (703) 522-4585. ~ ~ total amount of your order, based on the prices shown to Prepayment or a purchase order is required, but ~ ~ the right of each title. Include Virginia sales tax, if telephone orders will be accepted if they are billed to ~ ~ applicable. American Express. ~

f' _ f gilt>~;' ~~,~~~1~Uf lll~~, ~'; '.~

~.. ❑ EAP Association Exchange

_copies of the ,issue ...... $ 3.00 ea...... $ 6.00 ea. , ' (month) (year) ' Individual Starter Kit Publications ' ' O Standards for Employee Assistance Programs ...... $ 5.00...... $ 15.00 ' ❑ A Guide for Supervisors ...... $ 3.00 ...... $ 5.00 ' D EAP Theory and Operations ...... $ 3.00 ...... $ 5.00 .....,...... $ 6.00 ❑Legal Issues Affecting EAPs ...... $ 4.00 ' D EAP Value and Impact ...... $ 3.00 ...... $ 5.00 ' O The Continuum of Services .:.::....::::.i:::..:...:..$ 10.00 ..,:;::::::::.:.:: $ 15.00 O Workplaces Without Drugs ...:... .. $ 6.00. .$ 9.00 D Starter Kit (includes the seven publications listed above)...... $ 20.00 ...... $ 30.00 ❑ EAP Solutions to the Employer M Health Cost Crisis ...... $ 15.00 ....,...... $ 20.00 ...... $ 37.00 ' ' ❑Research Presentations-1988 ...... $ 25.00 D Research Presentations-1989 ...... $ 25.00 ...... $ 37.00 ' O Research Presentations-1990 ...... $ 25.00 ...... $ 37.00 ❑ EAPs: An Annotated Bibliography ...... $ 15.00 ...... $ 20.00 ...... $ 20.00 ' ' ❑Women: Alcohol, Drugs and Workplace Issues ...... $ 15.00 ` O Drug Abuse in the Workplace: Annotated t Bibliography (1977-88)...... $ 30.00 ...... $ 45.00 $ 45.00 ...... $ bQ.00 ❑Set of three bibliographies ...... ' O Directory of EAP Consultants ...... $ 20.00 ...... $ 35.00 D International Resource Directory ...... $ 10.00 ...... $ 15.00 ' D Certification Guide (one copy) ...... NC ...... NC D Recertification Guide (one copy) ...... NC ...... NC ' ❑ CEAP Training Provider's Guide (one copy) ...... NC ...... ,. NC ' CJ CEAP Code of Professional Conduct (one copy)...... NC ...... ,....,..... NC ' DCode of Ethics ...... NC ...... NC ' O The Role of EAPs in the Drug-Free Workplace ...... NC ...... NC ❑ Be on the Cutting Edge of the EAP Profession ...... NC ...... ,...... NC

Subtotal ' Virginia residents add 4.5%sales tax ' Total

~ NAME MEMBERSHIP CATEGORY 'WORK ORGANfZAT10N ~ ~ ADDRESS ~ ~ C1TY ZIP TELEPHONE _ ~ ~ ~ ~ ~ L_..______p------..___J NATIONAL CONFERENCE PREVIEW Ke y noter >.M, > uran Will Discuss the "Bi " The 20th National Conference ity is a way to do ~► Program Committee, chaired by business. Greg DeLapp and Mary Dr. )uran has Bernstein, will provide EAP profes- studied the health sionals with strong incentives to at- care industry and its tend the 20th National Conference alleged fallibilities: this November 10-13 in St. Louis. The continuously rising first incentive relatestotheconference costs, long waiting '~.:o ~riL~1;~5. "~.': theme of "Restructuring for Quality." periods for services, +'?'. What is meant by "Quality"? How assertedly high er- .:~C~ A ~.t~. is Quality attained? How is Quality ror rates, and evi- purveyed to customers in a service dences ofgreed and .~ industry like EAPs? For answers, fraud in some sec- EAPA's Program Committee has re- tors of the industry. cruited the quintessential expert on Dr.)uran found that Quality management, Dr. ).M. Juran, for all of their "un- chairman emeritus of the )uran Insti- doubtedexpertise in tute in Wilton, Connecticut, to come their respective to St. Louis. Dr. Duran has been recog- technologies nized as a leader in the field of Qual ity [trained medical management for a half century. He experts] could not wil I put his years of acquired expertise make up for their to work for EAPA when he keynotes lack of expertise in the Opening Session. Dr. Juran's cre- managing for qual- dentials are impeccable. He holds ity. over 30 honors awarded in 12 differ- A second prob- ent countries, including membership (em in the health in the National Academy of Engineer- care industry related ing and the Order of the Sacred Trea- to the lack of "ownership" of Dr. J. M. sure, the latter awarded by the Em- macroprocesses, or multifunctional liver what is anticipated as one of the peror of)apanfor "the development of processes, which cut across different most important, substantive presenta- QualityControl inJapan andthefacili- departments. He has noted remark- tionsever made to the EAP field when tation of U.S. and Japanese friend- able process improvement and cost he explains how QUALITY can be ship." reductions when clear ownership of applied to EAPs. We hope you will be How does the person who has been macroprocesses is established. there. i~ recognized as a world leader in inno- Employers that successfully revolu- vative quality management describe tionize for Quality do so by breaking "Quality"? Dr. Duran says Quality is with their traditional ways of manag- found in the features of products or ingforQuality, accordingto Dr.Duran. services which respond to customer He says that the employers which Different people attend confer- needs, and Quality is also freedom achieve stunning results are thosewith encesfordifferentreasons. You from failure. He believes that quality Quality initiatives set and strongly can be sure that for EAP profession- management is attained on three lev- supported by the people at the top of als, come November 10-13, St. els:Quality planning, Qual ity control, the organization chart. (Is it any won- Louis will be the place for all rea- and Quality improvement. Dr. Duran der, then, that the most successful sons. In the)uly issue,the Exchange also says that many employers are EAPs are those with top management will have complete preconference successfully adopting "Quality" con- support?) coverage. It wi I I featu re the confer- cepts, which apply Quality manage- Quality management is, indeed, an ence program, spotlight your gra- ment to business processes as well as issuethat isdriving thedeliveryofEAP cious hosts from the St. Louis to traditional operating processes, and and related services in the 1990s. Chapter, and describe a dizzying to the needs of internal customers as Therefore, EAPA is honored to kick off array ofotherconference highlights. well as external customers. Quality is its 20th National Conference with Dr. not just a technique or process: Qual- Juran's keynote address. He will de-

JUNE 1991 EAPA EXCHANGE 13 t:~ F ;t

t~ ,' ~ ,, San e or ace es onse

Social, economic and political leverage ofifers powerful incentives for a corporate response to work and family issues. But can it gel with EAP orthodoxy?

BY BRADLEY GOOGINS

ork and family issues American business and industry is now Despitetheoverwhelmingevidence continue to surface and caught up in a vortex of social, eco- that family issues pervade the work- gain momentum in con- nomicand political forces. The workplace(just listen to cafeteria talk,orthe fronting the American placewithin which EAPs operate con- phones at 3:00 p.m.), the majority of corporation with a changing set of tinues to undergo dramatic transfor- American workplaces have observed employee needs and expectations. mations, both in terms of its external this phenomenon at a distance, reluc- Shifting cultural values, particularly environment(e.g. global competition, tant to respond, but at the. same time around the role of women,changes in trade issues, growing federal and state are increasingly aware of the link be- skills necessary to compete in a highly deficits) and its internal environment tweenthese family concerns and their technical marketplace (less physical, (e.g. downsizing, focus on quality, relation to bottom-line business is- more cognitive), increased expecta- shifting demographics). As EAPs be- sues. This organizational denial is tied tions on higher levels of productivity, gin tounderstand these changingforces to traditional corporate values of the and a growing concern overthe plight and how they impact EAP practice, old order in which family and corpo- of the American family have all con- they are forced to reexamine EAP rate worlds were clearly distinct and tributed toward fueling afull-fledged dogma, core technology and the boundaries between the two were revolution at home and in the work- longstanding assumptionswhich lieat rigid and impermeable.z place. the heart of EAP practice. In addition, the sudden entrance of While signs of these changes have women into a primarily male domain been evidentforsometime, ithas only has created numerous dilemmas, not been the past several years that work/ CURRENT STATE OF the least of wh ich is how to accommo- family issues have begun to take cen- CORPORATE WORK/FAMILY date the dependent-care responsibili- ter stage within the benefits, occupa- ISSUES ties which still are relegated to work- tional programming and human re- ingwomen. Inessence,the familythat sources arenas. Although it has taken The 1990s are seeing the spillover of works outside the home is the corporation some time to identify family issues into the corporation.' overburdened bythesedemands. The worWfamily issues as central and criti- The home-based support system, current rules and structures were de- cal toits mission and survival, the EAP, which for previous generations carried signed for a previous time, with rigid for the most part, i s yet one step beh i nd the dependent care role and responsi- hours, inflexibility, career paths deter- the corporation. Therearesubstantial bility, has been largely dismantled by mined by family responsibilities, and arguments that EAPs are ideologically the exodus of women into the work- absence of alternative work arrange- and organ izational ly wel I-situated and place. Recent census data indicate ments which place nearly all of the compatible with the work-family that overtwo-thirds of all women with responsibility on the family, particu- movement. children under the age of 17 are in the larly the woman, and none on the The EAP field oftoday is confronted work force, as are over half the women corporation.3 with new realities which bring the EAP with children under the age of one. In A number of prominent corpora- into contact with broader macro- effect, William Whyte'sorganizational tions have assumed bold leadership forces. The once-stable world of man is nowthe organizational family. by creating new programs and policy

14 EAPAEXCHANGE 1UNE1991 ~`- ~;~ `1 -`~`~, initiatives guided by the current state `-~ i-~ ~ - ~ , surface and given broader recognition of employee-corporation dynamics. ~ ~~ ; ~,; both inside and outside the corpora- Child care centers, dependent care tion. A number of recent surveys has information and referral programs, ~~- -~ indicated a growing desire and actual flexitime experiments, job sharing participation in parenting and caring and workplace seminars on a range of for parents by men.b worWfamily issues began to dot the ~,;; ~,:I~''!~, Changingemployeeexpectations. corporate _ °_I The landscape at the end of changes confronting the workplace the 1980s.4 notjustsurfacecharacteristics, What are but precipitated the breakthrough reflect a more fundamental shift in of corporate "The very forces which resistance was the accu- employee and societal values. Where mulatingevidence that family matters give rise to the work/ i n the not-too-d i stant past the corpora- not only were impacting corporate family movement for tion was characterized by strict bu- life, butthat itwas in the direct interest reaucraticand authoritarian structures, of the corporation to be more respon- employees—role conflict, today changing employee values and sibletoand incorporatefamilymatters stress, impact of depen- into Mostspecifically, expectations require the corporation theiroperations. dent-care responsibilities to be more and four sets of dynamics were coming flexible responsive if it hopes to attract retain a highly into play: changing demographics, on job performance—are and motivated and productive work shifting gender roles, changing em- force. familiar terrain for em- The liberating forces which ployee expectations, and a growing impacted most social institutions during concern over the plight of the Ameri- ployee assistance practi- the 1960s and 1970s now seem to have can family. tioners." caught up with the workplace. Changing demographics. The promi- nence given to the Hudson Institute employees responsible for child care Growing concern over the plight of report, Workforce 2000,5 gave added and eldercare. the American family. Finally, the credence to external trends such as a Shift in gender roles. The worWfami ly corporation is reflective of a larger shrinking work force, a greater corpo- issue provides, above all else, a dra- social and community concern over a rate rel lance on women, and commu- matic shift in women's (and conse- widely perceived disintegration of the nities ofcolor. The post-industrial era quently men's) roles. The previously Americanfamilyandthoseinstitutions was giving way to the information age distinct household/workplace division necessary for supporting family life. when a more highly skilled and spe- which characterized role responsibili- Although the corporation has tradi- cialized work force would be needed. tiesfor men and women have consid- tional lyespoused separation between Consequently, not only were the erably blurred, throwing both house- work and family, it continues to be characteristics of work force partici- holds and workplaces into an unfa- cognizant of the necessity of healthy pants changing in terms of sex and miliarand uncomfortable territory. In family life for insuring the continuous color, but the relatively near future the workplace, this fundamental shift health of the corporation. The many posed a d isti nct th reat to the American has required a reexamination and al- markers of family dysfunctioning— corporation if it continued to rely on teration of everything from the male from the increased rates of divorce inadequately trained work force par- executive bathrooms to alternative and rise in single heads of household, ticipants. If the corporation was to career options. Finding ways of ac- to the horrors of family violence and remain competitive it would have to commodati ngand adapti ng towomen child abuse'–signal warnings not just adjust to these changing demograph- in the workplace constitutes a formi- to the public at large, but to the corpo- ics, many of which were directly tied dable challenge for an environment rationwhose successdependsonstable to the new family realities. which has such a long tradition of and well-functioning family and The challenge now becomes how male-oriented values, polices and community institutions. to position the corporation to be com- structures, and vestiges, subtle and petitive in recruiting and retaining a not-so-subtle, of this previous ar- EVOLUTION OF smal ler pool of employees as the baby rangement. WORK/FAMILY ISSUES boomers begin to retire. This also Although worWfamily issues tend forces corporations to recognize and to be perceived and dealt with as These underlying forces have increas- buffer the demands and pressures of women's issues, the changing role of inglybroughtworWfamily issuestothe dual-career parents,single parents and men has gradual ly been coming to the boardroom and to the plant floor.

JUNE 1991 EAPA EXCHANGE 15 'However,even a movement as young separate lives within the corporation. as work and family is quickly shifting B R A D L E Y The very forces which gave rise to the as the first prototypes of programs GOOGINS,PH.D. is worWfami~y movement for employ- have settled in and the boundaries of associate professorat ees—role conflict, stress, impact of the Boston University -- this field have become stretched. Not School of Social dependent-care responsibi pities on job unlike the EAP, the work/family field Work. He is also performance—are familiar terrain for has and will undergo a number of director of the employee assistance practitioners. developmental stages. University's Center Because there does not exist an orga- nizedconstituency for worWfamily is- First stage. The first stage focused on Work and Family. Googins chairs sues, they often face a difficult time almost exclusively on child care. Be- EAPA's Special Projects Committee and ad finding a sufficiently strong institu- causethe educational system does not hoc Strategic Planning Committee. He tional voicewithinthecorporation. In address children's needs until the age authored the article "The Relationship a previous era, organized labor wou Id of six, working mothers had to rely on Between Work and Family," which ap- have seized upon these issues. How- a patchwork of poorly developed and peared inthe September 1988 issue of THE ever, the times have been difficult for funded child care systems to enable ALMAC~4N on pages 20-24. unions and the struggle for survival them to enter the work force. Thus, it ~ Dr. Googins is author on issues such is notsurprisingthat thefirstinitiatives ~^r~i'' F ^ ^+ ~ ~ Y of the newly released often precludes taking as these, no matter how attractive. were focused on child care. Employ- N F ! 1 book Work/Family EAPs do represent a potential ve- ers, particularly in communities with Conflicts: Private ~Lives,Public hicle for addressing worWfamily is- acute labor shortages, began a series `~ ' Responses(ISBN O- sues on a policy level in that their of child-care programs ranging from 86569-011-1 for pa- mission brings them in contact with, subsidies to on-site child care centers. perback). It is avail- on amicro-level, many of the issues These programs are the most viable ablefromGreenwood affecting working parents and em- and typical corporate responses to inquir- ~., °°°°~°. Press. Phone p~oyees struggling with work-life bal- work/family conflicts and have con- ies may be made at ance. Nevertheless, it appears that for tinued to capture the public image of 1-800-225-5800, ext. 700. the most part work/family programs this field. programmatic responses such as and initiatives have developed within Second stage. A second stage began vouchers for child care and informa- the corporation independent of the to emerge when other dependent care tion and referral for eldercare. The EAP,and often with little support from needs came to the surface, most no- next stage crosses over into a more it. What,then,accountsfortheabsence ticeably care for aging parents. complex arena. Programs and policies of EAP participation and leadership in Eldercare broadened the concept of are relatively easy compared to the an area in which one could rightfully work/family initiatives, recognizing sacred domains of corporate culture. expect active support and a common- that for many employees caring for an Setting up a child care information ality of interests There are several aging parent would be every bit as and referral system is organizationally contributory factors. demanding as child care, and in many andfinancialiy inexpensivecompared Potential conflict with EAP mission. instances more conflictual with work- to providing flexitime, a reduced work The battle over what is included under place strictures. week, etc., which carry with them a the heading "EAP" has at times been high organizational cost in terms of Third stage. This stage focused on rancorous, but always highly spirited. existing organizational inflexible structures, inequalities confronting Since much of the focus has centered norms values. among the sexes, and the inability of and on maintaining alcoholism at the cen- Th is stage seeks to get at some of the the corporation to find ways of accom- ter ofthe EAP, other issues have either underlying issues which prohibit the modating the dual responsibilities of been viewed with suspicion or as non- corporation addressing and tack- workandfamily. Thequestbywomen from contributory tothe essential ly alcohol the more controversial and diffi- for supportive policies perhaps best ling movement. Any attempt to broaden arenas such as flexibility, career examplifies this stage. The quest for cult the mission has been met with stiff advancement and gender-neutral supportive policies for women within resistance and puttothe test of alcohol Establishing programs are of the corporation ran up against some of policies. orthodoxy. Thus, the shift from occu- relatively lowcosttothe corporation— the more entrenched organizational pational alcoholism9, followed by the cost terms of dollars and barriers and norms of the prevailing that is, low in debate over moving to megabrush10, change. Issues related to corporate culture, giving rise to a corporate vividly demonstrates the intensity change,on the other popular perception that somehow corporate culture around which EAP definition and mis- there would be a formula for "having hand,touch upon long-held and deeply sion is considered. values, a higher it all." The problem was that the cherished exacting Contemplating issues such as de- cost existing norms. notion of the supermom lacked any and disrupting pendentcare or flexibil ityfor working clear consensus on whether and how parents does not appear to meet the women could have it alle-that is, until TRADITIONAL RELATIONSHIPS more stringent criteria for inclusion the now-famous and equally contro- OF EAP AND WORK/FAMILY within EAP. While proponents could versial mommy track surfaced in the argue that EAP caseloads already re- Harvard Business Reviewthat tried to Despite many intersecting activities flect such issues and that there is a express it in tangible terms. and common interests, EAPs and world demonstrated linkage of worWfamily The earlier stages have resulted in family programs have led relatively issues to impaired productivity, oppo-

16 EAPA EXCHANGE JUNE 1991 nents would argue that heading down At the same time, corporations are an increasingly complex and chang- such a path would onlyfurtherweaken confused in terms of how to respond, ingsocialand economicenvironment. and dilute the EAP mission." and in selectingwhich strategies, poli- Rather than continuing to search Difficulty of incorporatingfamily into ciesand program for response. Within for better case finding for alcohol and EAP. A great deal of rhetoric around this environment, the EAP should be drugs, the EAP should use the gap in family exists within EAPs. Alcoholism willing to examine its role and the community family supports to its stra- as a family illness, service provision to degree of its participation. From many tegic advantage. Why shouldn't the employees and their family members perspectives, the EAP is not only well- EAP become the FAP—the Family inmost EAPs, and familytreatment all situated within the corporate struc- Assistance Program? Given the pre- seem to speak to a widespread incor- ture, it is also ideologically and pro- dominance of family issues, why not poration of family into EAP practice. grammatically compatible with the reposition the EAP to address family However, not too u n I i ke the corporate worWfamily movement. If the EAP issues, among which are many drug denial facingwork/family issues,there mission is related to the overall well- andalcohol problemswhichwill never is a similarfamily denial phenomenon being of employees and their depen- reach the EAP through the traditional within EAPs. On one hand, the num- dentsand is to play a role in creating a supervisor and work-based strategies. ber of family issues far outweighs the supportive and healthy work environ- Th is does not abandon those strategies number of alcohol and drug issues in ment, then the worWfamily issues are which are critical for certain problems EAP caseloads. Despite the talk of directly related to the EAP. Several and populations. Rather, it recognizes family inclusion, few EAPs incorpo- rationales exist for EAP leadership, that families and households are still ratefamily intotheirorbit, butfocuson including the following. thecritical institutionswhich surround the employee and assume that the employees at work. referral agents will pull in thefamily (a • EAPs have realized for some time now that family issues constitute the • WorWfamily problems build from very misleading assumption), or that thejob-performance model developed EAPs treatfam i ly members also present majority of their caseload, or at least the highest percentage of cases. This by the EAP. Although evidence of the to the- EAP but don't do the outreach link between dependent-care respon- necessary for family involvement. is i n marked contrast to the earl ier days of occupational alcoholism and re- sibilities and job performance are not EAP priorities. The work/family flects both the effects of moving to- as well documented as those of the agenda is emerging at a time when the ward broader, more inclusive EAP EAPt2,the spil lover offamily problems EAP is struggling to adjust to a quickly models and the increased difficulties into the workplace appears to have a changing world of managed health familiesareexperiencing in thefaceof significant impacton job performance. care and drug testing, to cite two of the minimal corporate and community Whether a family is experiencing an more pressing issues. For the past supports for families. Unlike every alcohol problem, a divorce, having to several years, managed health care other industrialized country, families care for an Alzheimer parent, or a has been demanding almost exclusive in the United States are devoid of three-year old,their problems do have center stage for the EAP field. In a significant levels of public or private an impact at the workplace in terms of climate of such highly charged issues supports for families. Consequently, job performance. with serious ramifications for EAPs, it the EAP for many families represents • Examined from the perspective of a becomes quite difficult for any issues one of the few visible and accessible movement,there are many Similarities such as worWfamily to be given any programs to whom they can turn for between the EAP and worWfamily significant time on the EAP agenda. assistance with family problemswithin movement. EAPs have never received RATIONALE FOR EAP INVOLVEMENT IN WORK-FAMILY ISSUES Despitethe historical, ideological and A new occupational job classification is emerging in corporate America: programmaticbarrierswhich haveheld WorWFamily Specialist(or Coordinator). Here are examples of whatthey do. the EAP from major participation with worWfami ly issues, it does appear that • Negotiate contracts for referral services, such as child care and eldercare the EAP is well-positioned to assist • Maintain lists of community resources corporations and employees in creat- • Conduct educational seminars on topics related to balancing work and ing abetter system of supports for family life are employees and companies which • Explain policies to employees and managers and how those policies apply struggling to find strategies and ve- to circumstances where work and family appear to conflict hiclesfor balancing job and home-life demands: The timing of EAP involve- • Design programs to sensitize managers and supervisors to worWfamily ment iscritical inthat mostcorporations issues, without relieving them of managerial responsibility for maintaining are still in the stage of gaining aware- normal relationships with employees nessand contemplating strategy. They • Analyze worWfamily trends and report them to management have become increasingly aware of •Serve as liaison with the media and community groups the factors discussed above that pro- pel worWfamilyissues ontothe corpo- WorWfamily specialists often have degrees in education or gerontology, with rate agenda. associated work experience in human resources.

JUNE 1991 EAPA EXCHANGE 17 the long-overdue recognition for companies to adopt similar programs and strike out in a bold new direction breaking through the corporate cul- in order to remain competitive. without altering its basic mission. ture barrier which kept personal • A specialized group of individu- If any lesson has been learned in the problems outside the realm and re- alswhose fu I I-ti meoccupation focuses managed health care debate, it is that sponsibility of the corporation. Its on work/family issues is emerging.13 the EAP should not passively react to persistence over several decades and See the description of what a world corporate initiatives, particularly inthe a well-constructed strategy has led to family specialist does in the box in the early stages of fact finding and delib- a nearly universal presence of EAPs box on page 17.) eration. The opportunity for EAP to and their essential role within the hu- Because the process of program help shape the work-family agenda is man resources arena. Attempts at es- development and establishing legiti- now, and it should use its expertise tablishing corporate worWfamily pro- macy are so similar, and since the and position to more closely fold fam- grams and policies build upon the ideology and missions are compat- ilyissues within the EAP. At the same hard-fought success of the EAP. ible, there appears to be a mutual time, it should work closely with the Put another way, the attempt to benefit for the EAP and worWfamily corporation in finding ways by which gain corporate supportforworWfami ly fields to work together in achieving the corporation can respond to the issues has much to learn from the EAP their common goals. universal dilemmas of working fami- experience. The parallels are quite lies and to ensure that supports exist which maximize the health of clear, and the early stages with which SUMMARY the worWfamily movement finds itself America's working families. today strongly resemble the early stages Work/family issues are continuing to of EAPs. Of particular note: heat up within the corporate sector, • A few companies have taken the and the rationale for corporate in- FOOTNOTES leadership for piloting the programs. volvement is sufficiently strong to ex- ' Bradley Googins, Work-Family Stress: •The adoption of programsfollows pectthattherewill belittle relief inthe Private Lives—Public Responses, Auburn either the personal involvement with immediate future. This is reflected in House, 1991. the issue by a key decision maker, or the rapid growth of programs and cor- z Rosebeth Moss Kanter, Men and Women through a highly motivated group of porate responses to employees and of the Corporation, Basic Books, 1979. arguing program. families. What once constituted employees for the their 'Fran Rodgers and Charles Rodgers,"Busi- • As a critical number of compa- a small group of companies establish- nessand the Facts of Fami ly Life," Harvard nies have adopted worWfamily initia- ing child care centers now has ex- Business Review, Nov-Dec 1989, pp.121- tives and benefits, benchmarking by panded to a broad and diverse set of 129. benefits consultants and other less- companies which have established ^ Work and Family Responsibilities: formal comparisons prompts other programs as diverse and Achieving a Balance, Ford Foundation, intergenerational day care, summer 1989. and vacation programs for kids, work- 5 William Johnston, Workforce 2000, TRAINING &CONSULTATION at-home programs, supervisor train- Hudson Institute, 1987. SPECIALIST partnerships for ing, and community Burden Bradley Goggins, strengthening child-care resources. 6 Dianne and Corporation Against Drug Abuse's(CADA) Boston UniversityJoband HomelifeStudy, Small Business Consortium is seeking EAPs are de facto programs in the 1987. qualified professionals to apply their worWfamily business, if for no other knowledge and skills to the development David Blankenhorn, "American Family and delivery of services to member reason than the spillover of these is- Dilemmas" in Rebuilding the Nest, David employers and their employees. sues into their caseload. However, to Blankenhorn, Steven Bayne and Jean Qualifications include a Master's degree in date EAPs have not been particularly Elshtain (eds.), Family Service America, social work, health education or related identified with worWfamily issues and, -27. field and a minimum of five years experi- 1990, pp. 3 ence in training and curriculum develop- with a few exceptions, have not as- 8 Felice Swartz, "Management Women ment in business settings including EAP sumed leadership for assisting em- training and use of video and interactive and the New Facts of Life," Harvard Busi- techniques. ployees and the corporation in re- ness Review,)an -Feb 1989. sponding tothe emerging set of issues Responsibilities include (1) identifying, 9 Paul Roman, "From Employee Alcohol- developing, delivering and evaluating surrounding work and family. While ism to Employee Assistance," Journal of training and educational programs ,and some of the rationale for this reluc- Studies on Alcohol, Vol. 42, No. 3, March materials; (2) performing orgarnzational needs assessments;(3) providing consul- tance is fear of overstretching EAP 1981, pp. 244-272. tation on dru -free workforce policies and resources or expertise, a closer exami- programs; (4~ making referrals to related 70 John Erfurt, Andrea Foote and Max services; end (5) promoting the Consor- nation reveals a mutual set of interests Heirich, "The Core Technology of tium through presentations and meetings. and intersecting corporate issues. Megabrush," September 1990, unpub- Requires coordination with other Consor- tium staff and consultants and mainte- Because there is no natural con- lished. nance of careful records and reports. stituencyforwork/family issueswithin " Paul Roman, "The Quagmire of Work- the corporation, the door is open for Family Conflicts," Employee Assistance, Interested candidates may respond with resumi EAP leadership. As family issues be- Vol. 3, No. 9, April 1991, pp. 19-21. ro: come increasingly important in cor- 12 Bradley Goggins, Judith Casey and Susan d. Berger, Ed.D. porate settings, communities and the Pro'ect Director Marcie Catsouphes, Linking the Worlds of CA's Sma11 Business Consortium public-policy arena, it would appear Familyand Work:Family Dependent Care 1010 Wisconsin Ave., N.W. that the EAP is in a position to reassess and Workers' Performance, Ford Study, Sulu 2S0 Washington, DC 20007 its orientation regarding these issues 1990. [d~

18 EAPA EXCHANGE JUNE 1991 Rtt~~~~■ ■~~~~~f~

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this year's reg istration to the North American Congress on Em p toY ee Assistance E Prog rams ~n an ranc~sco...iii Aug ust 8-11, 1991 The sponsors of the North American Congress are ~bleased to make this exciting, exclusive offer to EAPA .members zn celebration of ; EAPA's 20th anniversary. This ad must accompany your registration form (not valid for on-site registrations). Only one cou~bon per member. To get .this great bargain call 313/588-7733 and ask for a free .Congress brochure today! • hover 50 PDHs applied for) Lr~~~ww~~~~w~~~~~~~~~w~~~t~a~i~~~~i~~~a~~~~~~~~~~~~~~~~~~~~~~wwa~~r~~J Work FamilY Prog rammin g Rests Comfortabl y Under the Em pyto ee Assistance Services (EAS Umbrella

BY DANIEL LANIER, CEAP

mployer accommodation for the EAP caseload drop from the stan- C. Evaluation/Research problems arising from compet- dardone EAPcounselorforevery3,500 D. Policy Development ing work and family interests is employees to perhaps one counselor BREAKDOWN OF ACTIVITIES, BY clearly shaping into one of the for every 2,000 employees? PROGRAM AND SERVICE most important occupational issues of EAPA has struggled with the issues the 1990s. The growth of the human of what the EAP core technologies are, Mental/Physical Health resource management function has whatthe scope of practice is, and what A. Prevention/Health Promotion/ demonstrated that employers are in- competencies EAP professionals Wellness crementallyadding programs that are should have. Work and family issues • Exercise not necessarily related to the actual that extend beyond how the family • Nutrition manufacture of a product or delivery unit is affected bythe person impaired • Stress management of a service. by alcohol, drugs and clinically diag- • Smoking cessation Just as we have seen with the emer- nosed emotional/psychological prob- • Weight control gence of wellness and health promo- lems raise vexing questions. • Hypertension education and tion, career development, legal and One solution to them may be the Screening financial consulting, outplacement Employee Assistance Services (EAS) • Emotional Education counseling and other desirable work- concept, which I mentioned during a • Effectiveness coping skills place services, the question arises, previous interview with the Exchange B. Treatment "Whowill providethisfunction?" We [see "FutureVision," January 1991 is- • Assessment have seen in many cases that the pri- sue, pages 12-17]. The EAS concept is • Short-term counseling mary responsibility ultimately rests built on the premise that employers • Referral under the umbrella of the EAP. are willing to invest in human re- • Aftercare This raises new dilemmas for the sources types of services—ones re- • Follow up EAP. How far afield of the EAP's lated to but distinct from and in addi- C. Evaluation/Research original mission should it go? Do the tion tocomprehensive EAP services— • Program effectiveness criterion of job performance and the buttheywould beincorporated under studies broadbrush concept obligate EAP to the EAS banner. Here is an outline of • Program/client utilization address any employee problem that how I conceptualize EAS. studies could have even minimal, immeasur- • Cost-benefit studies MA)OR PROGRAM CATEGORIES able impact on performance? How can the EAP satisfactorily address the I. Mental/Physical Health identification and referral of drug and II. Substance Abuse/Chemical alcohol abusers—with its well-docu- Dependency DANIEL LANIER,JR., ''~ mented implications for job perfor- III. Family/Child Activities DSW,CEAP is co-director of the United mance, employee restoration/termi- IV. Legal/Financial Activities V. Job Auto Workers-Gen- nation, and utilization of health ben- Counseling/Career Develop- eral Motors Corpora- efits—when responsibilities such as ment tion EAP. He is the child care and eldercare are also SERVICES PROVIDED UNDER EACH current president of brought to bear on the program? PROGRAM CATEGORY EAPA and was previ- ; ~ ;~, Should the EAP formally accept world ously chair ofthe Em ~,~, family activities as a corefunction in- A. Prevention/Health Promotion/ ployee Assistance :' ~ .~ stead of someth i ng anc i I I ary toits mai n Wellness Certification Commission. mission? If the EAP accepts it, should B. Treatment

20 EAPA EXCHANGE JUNE 1991 II. Substance Abuse/Chemical • Effectiveness studies Dependency • Cost-effectiveness studies A. Prevention • Utilizationoutcomestudies • Chemical use awareness D. Policy Development education V. Career Development B. Treatment A. Prevention • Assessment • Seminars/workshops • Referral • Resume writing/ • Follow up interviewing skills • Aftercare • Preretirement planning C. Evaluation/Research B. Treatment • Program/Client • Job deterioration effectiveness studies • Job dissatisfaction • Cost-benefit utilization • Lack of fulfillment ~CONSTRUCT~VE studies • Underemployment • Outcome studies • Assessment • Treatment studies • Referral CON~~,ONTATION~ D. Policy Development • Follow up III. Family/Child Activities C. Evaluation/Research A. Policy Development D. Policy Development • Family leave policy A comprehensive training Given this breakdown of services, • Flexible work arrangement EAP will not be the only assistance program to teach super- • Dependent care expense program in theworkplace ofthe future. for plan (including pre-tax visors how to prepare Already, a worWfamily profession is and conduct employee financial incentives) forming that would fit most directly in for child •Financial support category III above. It is likelythat EAP performance/EAP care centers wouldworkwith work/familyand other referral interviews .. . Policyonfamilyattendance • professionals underthe EAS umbrella. company-sponsored also addresses ways to at This would relieve the EAP profes- events/activities sional of having to acquire an unreal- identify troubled /Research B. Evaluation istically large body of knowledge and employees and how to • Employee satisfaction/ the dilemma of being "all things to all interact with the EAP. retention studies people." Itwillalsoavoidtheproblem • Pilot programs of EAP parameters becoming stretched ~ . C. Corporation Coordination so far that the basic functions are • Day care benefits threatened. Video, Group Discussion, • Flexible benefits expense The EAS concept i mpl icitly suggests Workbook Exercises, programs that, to be effective, employers must • Awareness and training Role Play and Role Play be willing to view employees as an programs investment instead of simply a source Critique. •Tuition assistance programs of labor. They must be willing to Resource Development/Referral D. modestly increase their capital outlays • Dependent care referral 1' in these types of human resource program programs. Finally, EAS will pose dif- • Leader's Guide • Dependent care voucher ferent challenges to in-house and ex- • Two 12-1/2 min. videos program ternal programs. Internally, will the • Dependent care assistance EAS, as a function on which the work • Supervisor Workbooks program organization becomes more and more counseling • Relocation reliant, achieve a level equivalent to •Educational and the human resources function? Exter- programs preview informational nally, how will firms be able to as- Call for a flyer or IV. Legal/Financial Activities similateall ofthe EAS functions into a today. ($10.00 preview fee.) A. Prevention financially sound business plan? • Seminars/workshops/ From al I indications, work and fam- courses ily issues will continue to pervade the • Financial management workplace. As more programs are FLI • Budgeting builtto help employees and theirfami- • Preretirement liesjuggle these competing demands, FLI LEARrTING SYSTEMS, INC. • Life planning they will be viewed as a benefit that, P.O. BOX 2233 B. Action Plan like the EAP, will help to improve PRINCETON, NJ 08543-2233 • Assessment and referral morale, and itwill help in recruitment (609) 466-9000 FAX (609) 466-2333 C. Evaluation/ Research and retention of employees. C'~

JUNE 1991 EAPA EXCHANGE 21 dinating with company fairs to be an Keeping the "Company Family" important part of our work. While the more customary EAP trainings are ongoing,the company continually offers as Part of the Corporate Team family-oriented workshops on parenting, talking to the kids about BY ROGER WAPNER, PH.D., CEAP AIDS, drugs and other difficult subjects. Safety fairs are the most fun for me. With lots of bal loons and burgers, The Pacific Gas and Electric Com- • every kind of leave policy imagin- the kids get rides in bucket trucks and pang(PG &E) is facing many chal- able, including maternity, pater- the family gets a peek at the workday lenges as it adjusts to increasing nity, adoption, personal, funeral, with zapping electric boards and ex- deregulation and competition, from education and military. ploding-gas demonstrations. Safety new options to more purchase power. As for its leave pol isies, the company slogans such as "safety is a family Asthe largest investor-owned utility in takes the attitude that it's important for affair" and "the most important thing the world, PG&E has a tradition and each employee to get his/her personal about coming to work is being able to evolved values that stretch back more ife together and come back to work at go home" underscore the big picture. than a century. The phrase "the PG&E 100%. There has also been experi- Employee assistance always gets family" has been a developing con- mentation with alternative work caught in the balance between match- cept and implies that the company schedules and job sharing. A task ing need with available resources. would treat the employee and his/her force is reviewing child care and There have been times in PG&E's household as if the system were ex- eldercare programming. The richness historywhen the EAP has had its hands tended to the family in return for the of the benefit plans has made it easier full. Internal programs seem more at loyalty and dedicated efforts of its for the EAP to access appropriate lev- risk of increasing services without in- workers. els of care for a range of presenting creasing program support as they at- This unwritten agreement operated problems. tempt to be many things to many very well for the mostly male labor As an internal EAP coordinator, people. In addition to consulting on force, which grew to a size of 29,000 worWfamily issuesareverycompatible downsizing and transition, I have done in the days of single-income homes. with program-promotion objectives. pre-, post- and in-process termination However, families being what they We consider EAP seminars and coor- counseling. Our critical incident are, as PG&E develops market-driven business strategies, the tradition of the company family is shifting to becoming part of the "corporate team." In contrast to entitlement, the team con- Amid the changing workplace climate in which benefit programs and cept emphasizes recognition and services are being redesigned to better accommodate of families, the compensation for productivity and re- chairman ofPG&E, Richard Clark, has announced innovations atPG &E. The sponsibility for individual actions. following is excerpted from a letter sent to employees on May 7,1991. The PG&E benefits package and would like to announce some new and of 6,000 located in downtown San personnel policies, however,continue broadened family support programs, Francisco. Initially itwill accommo- to reflect the era when they were de- whichwill beimplemented during 1991 date56childrenages6weeksthrough signed by their generous employee and 1992. They will ensure that we 48 months. Admission will be by provisions. They are long-established continue to meet employee needs and lottery, if the demand for spaces ex- examples of the ongoing innovation betterpositionPG&Eas the employer of ceedsavailability.Othercenterswill that we believe has made the com- choice in the years ahead. These impor- be located elsewhere in the service pany more competitive in a fast- tant programs,developed in cooperation territory where sufficient numbers of with the International Brotherhood of company employees are located and changing business climate. PG&E's Electrical Workers and the Engineers and where chi Id care centers are not Employee Assistance Program, estab- Scientists of California, include: otherwiseavailabletomeettheneeds lished in 1972, is among those ex- •Extension of the Dependent Care of our employees. amples. It is available to employees, Reimbursement Account to all em •A systemwide Adoption Assistance theirfamilymembersand retirees—all ployees. This program allows em Program. This program is to reim- considered part of the PG&E commu- ployees to set aside up to $5,000 burse employees up to $2,000 for n ity. annually, in pretax earnings, to cover covered expenses associated with Similarly, this family orientation is dependent child and/or elder care ex adopting a child. offered in other PG&E benefits and penses. services: • A Resource and Referral Program. These new company programs wil This program will provide informa- complement current health care ben- • long-term care insurance. tion and assistance to any PG&E em- efits, flexible work arrangements, and • flexible benefits. ployee who needs help finding and progressive child care leaves... In addi- • pensions and retirement plans, evaluating sources of child care in tion, the package will maintain PG&E's with 401 k and stock options. their community and elder care on a position as a leader in work and family • a credit union with more family national level. programs and allow us to continue at- picnics and crab feasts than is •A Child Care Center. This tracting qualified employees in highly fashionable for our waistlines. center...willserveanemployeegroup competitive labor markets.

22 EAPA EXCHANGE JUNE 1991 debriefings are becoming more a part Many employees stil I talk aboutthe belowthe standards of reasonable care of procedure and sometimes involve PG&E family. Like other families in and skit I that results i n or aggravates an the work group's reaction to a family our society, our company family is in injury to the client."' death. I also participate in transition. While we are fairly sure This issue is of special concern due preretirement seminars and get a kick about what the next 10 years might to the growing number of children in out of retiree testimonials about situa- look like, the future has many possi- this country who are in self-care ar- tions of which the unsuspecting new bi I ities.Maintain ing a fami lyfocus has rangements. Many parents, caught in retiree should be wary. been important for PG&E, and it has the bind of-high-cost child care and Most of the family services we pro- contributed to the integration of the financial constraints, are depending videcome to usthrough the traditional EAP into the company. A key for the on their children to care for them- phone call for help and scheduled future will be integrating these values selves. Often referred to as latchkey appointments. There have been times into a broader, interdepartmental team kids, an estimated four to six million when we have directly reached out to concept. children are left unsupervised after the home with mailings. Because so school until their parents come home many problems are framed as relation- from work. How many of these self- ship issues( "If only my spouse would Roger Wapner, Ph.D., CE.4P is Re- care arrangements would be consid- stop nagging me, I could drink in gional EAPCoordinatorfor Pacific Gas ered legally neglectful, and are the peace!"), al lowingthem to surface and and Electric Company. He works in parents aware ofthis? In the process of be accounted for in the service pack- San Francisco, CA. exploring these questions, it became age makes good EAP sense. clear that "legal parenting" is indeed a delicate balance. ~~?~ legal Parenting: One would expect to find clear, definitive state laws that spell out the components of adequate supervision. a~~~~,~ - A Delicate Balance However,the opposite is true. Laws at ~'~,~. f_ '` the state level typically define neglect- ~. ;f'. BY MICHELE M. GINNERTY AND DONALD L. OBERG fulsupervision with broad statements, such as "the leaving of a child unat- tended under circumstances that in- The following is an actual case pre- pany EAP expected this outcome. dicate the child's welfare is signifi- sented EAP: to the The case underscores the need for cantly harmed or placed at risk of father (the client) was at the EAP practitioners to be cognizant of significant harm" and "is without local grocery store with his son their community's specific legal stan- proper parental care or control."z and two daughters. The son, dards. The actual impact of such stan- Guidelines issued at the county age 7, has a history of temper tantrums dards encompasses far more subtle level, usually by child protective ser- and proceeded to act out while in the discernmentthan EAP counselors may vices, often provide more specific in- checkout line, disrupting other shop- have previously considered in execut- formation.Some countyagencies have pers. The father took the son from the ingtheir duty to report known or sus- established general age guidelines store, put him in the car, and locked pected incidents of child neglect. An which define how old children must the doors for the child's safety. The be before they are left alone and how father returned to the checkout line, old they must be before they supervise paid the bill and went to the car with other children. However, the most his two daughters. He was gone less striking finding is that county guide- than 10 minutes. During that time, a lines within a state often differ from bystander who witnessed the event each other. For example, one county calledthe police. The police responded considers it acceptable to leave chil- and, as a result, both parents became dren ages 7-9 home alone for up to 1- the focus of an investigation by the 1/2 hours, while the neighboring county's Child Protective Services and county specifies the children should a national child protection organiza- be 9 to 11 years old. The implication tion. The parents were found guilty of EAP counselor who does not have a for the EAP counselor is the need to be child neglect and their names have thorough understanding of supervi- aware of varying standards in their been placed on a state listof neglectful sion standards could be remiss in his service area. and abusive parents until 10 years or her responsibility to report neglect Legal, adequate supervision is de- after the child's 18th birthday. and possibly be open to malpractice. fined not only by age but also by a Child protectiveofficialsfoundthese In our increasingly litigious society, number of other factors. These can parents neglectful based upon inad- EAP practitioners need to also con- include a child's level of maturity, equate supervision for the 7-year-old sider the ramifications of incorrectly behavioral and emotional stability, whileinthecar. Manyofuswouldnot advising or failing to advise an em- special medical/emotional needs, recognize this as neglect, simply be- ployee regarding supervision respon- available support systems, circum- cause we are unaware of legal super- sibilities. Such instances may consti- stances under which the child is left vision guidelines. In this particular tutemalpractice as itcould befound to alone,child's comfortwith beingalone, case, neither the parents nor the com- be an "act or an omission that falls ch i Id's comfort with the security of the

JUNE 1991 EAPA EXCHANGE 23 EAPA's Child and Family Subcommittee What they are doing Recognizingthe potential contri- tasks relating to education and roundtable discussion on work and butions of the EAP to the work/ training (e.g. PDHs, educational family issues. Topics for discussion family issues that more employers resources for supervisory training), include an overview of worWfam- arebeginningtoaddress, inJanuary promotional efforts, and member- ily issues, and how worWfamily 1990 then-president of EAPA, Tom ship efforts (e.g. publication of in- issues relate to the Core Technol- Pasco, established a subcommittee formation in the Exchange), link- ogy and EAP practice. Dr. Brad of the Treatment Com m ittee, cal led ages with other organizations, de- Googinswill presenttheoverview, the Child and Family Subcommit- velopmentofposition papers, and a and other subcommittee members tee. The subcommittee is chaired presentation at the 1991 National will be involved in other parts of by Kathleen O. Beauchesne, who Conference in St. Louis. the presentation. Look for full de- reports on work/family issues to At the 1991 National Confer- tails in the Advance Program. Treatment Committee chair Jack ence,the subcommittee will hold a Hennessy. The Child and Family Subcom- Who they are mittee has identified some specific tasks itistakingon, includingthese: The Child and Family Subcom- ACSW, LSW,Director, Faculty/Staff • Increase the understanding of the mittee iscomposed of chairper- Assistance Program, University of dynamic interchange between the son Kathleen Beauchesne, repre- Pennsylvania, Philadelphia, PA worlds of work and family. sentatives from each of EAPA's re- Southern Region—Andy Silberman, • Provide a forum to review public gions (except for the Canadian and ACSW, MSW, CEAP, Director, and private-sector policies and International regions, where nomi- Personnel Assistance Center, Duke proposals for children and families nations are pending), two consult- University, Durham, NC as they relate to the workplace. ants, and an EAPA staff member, • Advocate for the development who is providingtechnical support. Southwestern Region—Linda and implementation of effective The members are: Bryan, President, Center for Family and Individual Counseling, Alex- policies and programs supportive CHAIR of the needs of children and fami- andria, LA lies in the workplace. Kathleen O. Midwestern Region—Rebecca • Investigate linkages with other Beauchesne, Snyder, GM Regional Personnel, organizations exploring these is- LCSW, MBA, As- :• Detroit, MI sues, including the National Com- sistant Director, North Central Region—Jan mission on Children, The Confer- Faculty and Staff Amberson, Ph.D., dor and associ- ence Board's Work and Family Assistance Pro- ~ ates, Minneapolis, MN gram, The John Center, and the Work and Family Pacific Region—Deborah Hopkins Univer- ` Institute. Schroeder, MSW, National Re- sity and Hospital, ~ , , •Provide EAPA and the EAP field source Consultants, Covina, CA with a mechanism to address the Baltimore, MD ~ Western Region—Armand Lebovits, increasing recognition of business In addition to the editorial coverage LCSW, CAC, OSORO Technolo- aboutthe relationship offamilyand in this issue, an article by Kathi gies, Denver, CO child issues with the workplace. Beauchesne is scheduled to appear • Provide assistance to EAPA and in the August issue on the provision CONSULTANTS the EAP field in responding to the of "life cycle" benefits and services Bradley Googins, Ph.D., Associate changes in work and family rela- in the workplace. Professor, Boston UniversitySchool tionships, specifically in how fami- of Social Work, Boston, MA iesare affected by what happens i n MEMBERS Craig Stenberg, Ph.D., Director, the workplace and how the work- Eastern Region—David Reedy, Occupational Health Services, place is influenced by the special LCSW,CEAP, Senior Employee As- Duke University, Durham, NC needs and resources that family sistance Advisor Wang Laborato- members bring to their jobs. ries, Inc., Lowell, MA EAPA STAFF The Child and Family Subcom- Mid-Atlantic Region—Elyse Katherine Gross, MSW, Technical mittee held its first meeting on Oc- Schniderman, Ph.D., Schniderman Resource Specialist tober 20, 1991 in New Orleans. It and Associates, Rockville, MD;(AI- set a plan that includes a variety of ternate) Carol Bennett-Speight,

24 EAPA EXCHANGE JUNE 1991 neighborhood and the length of time As can be seen from the preceding, child care supervision will result in a left unsupervised. Also, the child's the question of what constitutes ad- decrease in home emergencies that skills level in self care must be consid- equatesupervision, and ultimatelythe need to be responded to by employees ered. Self-care skills refer to knowl- question of legal parenting, is a far duringwork hours—thus providingan edge of how to handle various emer- more delicate balance than one may additional benefit for employers. gencies, boredom,lonelinessandfear, have previously appreciated. A fuller conflicts with siblings and friends, per- understanding of all the factors com- REFERENCES sonal safety, and simple first aid. prisingthis issue can benefit EAP prac- 'Schutz, B.M., Legal Liability in Psycho- Representatives from the local Child titioners, working parents and em- therapy. San Francisco: Jossey-Bass Inc., Protective Services stress that guide- ployers. Forthecounselor,thebenefit 1982. lines are general and a balance of of having accurate and complete in- factors are considered when evaluat- formation will be the ability to prop- ZMaryland Family Law, Sec. 5-701 ing apossible case of inadequate or erlyadvise clients, and the avoidance Definitions, DistrictofColumbia Law, D.C. Code Ann. s16-2301 (9)(1981 and Supp. neglectful supervision. Consequently, of possible malpractice suits due to 1988). it is critical for an EAP counselor to "an actoromissionthatfalls belowthe assess with the parent the full picture standard of reasonable care and ski t I."' ofa child's self-care arrangements, not For working parents, the benefit is Michele M. Ginnerty, MSand Donald just the age factor. consultation with knowledgeable L. Oberg, Ph.D., CEAP are employed The first step in learning about su- counsel and exposure to ways to im- by COPE, Inc., a Washington, DC- pervision guidelines is to contact the prove the quality of their child's care based EAP provider. Ginnerty is an local Child Protective Services in your arrangements. Employers benefit, EAP practitioner, and Oberg is Senior area. In some counties, this agency is since employees who are less preoc- Employee Assistance Practitioner and known as the Office of Child Abuse cupied with care arrangements can Clinical Director of COPE. and Neglect, or Department of Social have an increased focus on work. Services. Be prepared to ask specific Lastly, it should follow that adequate questions and request any written materials the agency may have. if an agency does not provide guidelines, ~i~'~~Balancing Caregiving for present case examples and ask for the ' I p _~~f ; factors that would be considered in ~~~ the Elderly and Work evaluating the adequacy of the supervision arrangement. The Clearing- house on Child Abuse and Neglect 1 r Resp onsibilities Information, at (703) 821-2086, can ~~>' BY CAROL BENNETT-SPEIGHT also be a source of information on esearch indicates that an unex- ued to work, take care of her family state statutes and case law regarding pectedlyhigh percentage of full- and care for her mother. However, as neglect. time employees are spending a the months progressed, her coworkers EAP professionals can present this significant amount of time caring for and supervisor noticed that she was information to employees, not only in elderly relatives and friends. One easily distracted from her job respon- individual counseling sessions, but such study by Stone, Cafferata and sibilities, spenttimeon thephone han- through educational outreach. Sug- Sangl has estimated that 2.2 million dlingfamilymatters, gested methods include publishing caregivers are providing unpaid assis- and was becoming guidelines and a checklist for parents tance to 1:2 million - '; more irritable and to evaluate readiness for self care, noninstitutionalized frail, elderly, dis- '; '~ isolated from the workshops, newsletter articles and abledpersons nationwide,and 31 %of ^ work group. Her child-care fairs. There are also na- them are working full or part time "caregiving" re- tional education and advocacy pro- (1987). Based on media reports, one ''~ , sponsibilities ad- grams for children that provide direct could reasonably conclude that these ~' versely affected her information to parents. EAPs and par- numbers have increased. ~ ~"~~~ job performance. entscan contact Project Home Safe,1- For many employees, the demands ~_: ,,~,`, __ 4.`;' Veronica's supervi- 800-252-SAFE and receive free book- of work and home, combined with sor was concerned about the change lets such as "Assessing Your Child's caregiving responsibilities, are stress- in her performance and met with her Readiness for Self-Care," "Preparing ful andcan haveadverseconsequences to express this concern and refer her to Your Child for Self-Care," "Tips on on their lives. To cite an actual situa- the EAP. Self-Care for Parents and Children," tion, Veron ica(a pseudonym)has been Veronica's situation is not unusual. and "What If I'm Home Alone?". The struggling with her mother's chronic Recent studies have found that people national Safe Kids Campaign, a na- illness for several months. Initially, who are both employed and caring for tional effort to reduce childhood inju- she felt committed to caring for her a parent continue to meet their ries, will send a booklet entitled "Safe mother, stating that "she was always caregiving responsibilities, frequently, Kids Are No Accident" fora $1.00 fee. there for me, and I wi I I be there for sacrificing their own free time and Write to them at 111 Michigan Av- her." Putting her mother in a nursing emotional well-being in the process. enue, NW, Washington, DC 20010. home was not a consideration for Who are these caregivers? Usually Spanish versions are available. emotional reasons. Veronica contin- they are middle-aged adult daughters

)UNE 1991 EAPA EXCHANGE 25 who are also members of the work force. The typical profile of the primary caregiver of a frail elder is the person's spouse or adult daughter. In the latter case, this is due in part to Assistance to help the University The university's Child Care Re- society's traditional sex-role attitudes of Pennsylvania's employees source Network (CCRN), offered un- and long history of women's greater balance assistance to help the Uni- der the auspices of the F/SAP, is an availability to tend to family matters. versity of Pennsylvania's employees information and referral service for These women today have taken on the balance work and family issues is child care options and work/family role of paid worker in addition to their available through the Faculty/Staff concerns. CCRN provides a monthly roles as caregiver, daughter/daughter- Assistance Program, a program of caregiver's support group on cam- in-law, wife, homemaker, mother and the university's School of Social pus. CCRN operates on a budget of often grandmother. Theyaredescribed Work. F/SAP offers a variety of work- approximately $45,000 annually, in- as "women in the middle," and as shops throughout the year bearing cludingthe salary of afull-time coor- being caught in the "sandwich genera- titles such as "When Forgetfulness d i nator. tion." As demographic trends indi- Becomes an I Ilness," "The Stress Re- Finally, F/SAP provides referral in- cate, the large-scale influx of women lated to Caregiving,"and "The Nurs- formation to employed caregivers into the labor force will have a pro- ing Home Maze." about area agencies on aging. found impact on their ability to provide care for their elders. These responsibi)ities can consume an elderly and ailing individual often What types of responsibilities do a significant portion of the caregiver's feels anxiety and guilt that manifest caregivers assume? Astudyconducted time. Studies have found that, on themselves as stresses that can reduce by Dr. Michael Creedon ofthe Univer- average, the total time spent on effectiveness in the workplace. These sity ofBridgeport revealed that 50% of caregiving activities consumes over stresses stem from trying to balance employees over age 40 identified 28 hours per week~quivalent to a the caregiver's own needs with those themselves as primary caregivers of part-time job! Frequently, these addi- of the elderly relative. The studies of the elderly with the following respon- tional responsibilitiescan beemotion- female caregiversdone by Elaine Brady sibilities: making appointments, pre- ally and physically, as well as drain- and others has revealed greater con- paringmeals, visiting, providing home ing, affecting the caregiver, the family flicts for working caregivers, resulting maintenance, providing personal care, and the workplace. in higheremployeeturnover, quitting helping with legal forms, and assisting As Veronica discovered, a person in order to fulfill caregiving obliga- with finances. faced with providing primary care to tions, or a decrease in working hours. Many employers now recogn ize the need to address this growing issue. The EAP was developed to help em- ployeescope with such difficulttimes. The EAP sponsored by Veronica's employer enabled her to alleviate. her feel i ngs of gu i It and seek the support of Hyland Center...The 86-bed facility provides effective alcoholism/ other family members and friends, as chemical dependency treatment for adults. Specialized services include well as access community resources. EAP (1) super- stabilization/evaluation, cocaine dependency, dual diagnosis, impaired The can also provide vision to managers who are working medical/health professionals and relapse treatment programs. with an employee whose job performance has declined due to the sus- St. Anthony's Psychiatric Center...As the area's leader in private pected stress of caregiving, and (2) psychiatric treatment, the 152-bed facility has 10 specialized units: organize caregiver support groups in Stabilization/Evaluation, Anxiety Disorders, Dual Diagnosis, Eating Dis- the workplace. The rapid growth of orders, Intensive Care, Intermediate Care, Mood and Thought Disor- EAPs reflects business' ders, Senior Stress, Sexual Trauma and Stress. acknowledgement of the connection between emotional health and pro- Hyland Child and Adolescent Center...Designed specifically for the ductivity. The growing concerns of treatment of children and adolescents, the 126-bed facility provides eldercare in the lives of American nine units: Stabilization/Evaluation, Chemical Dependency, Dual workers will force EAPs to provide Diagnosis, Eating Disorders, Pediatric Psychiatry,~Preadolescent, more responsive programs to meet the Psychiatric, Psychiatric Intensive Care and Sexual Trauma. specific needs ofemployed caregivers. Carol Bennett-Speight, ACSW, LSW, You have an option when you call St. Anthony's Medical Center. We offer inpatient is director of Faculty/Staff Assis- partial hospitalization, and day and evening outpatient treatment programs. the tance Program of the University of For more detailed program Jnformat/on, or to schedule an Pennsylvania, and is a doctoral candi- evaluation or adm/sslon,, call 314/525-4400 or toll free 1800 525-2032. date at the same institution. Previ- St. Anthony's Medical Center ously, she worked for Integra, Inc., an 10010 Kennerly Road • St. Louts, Missouri 63128 EAP consultant and service provider..

26 EAPA EXCHANGE JUNE 1991 The goal,then, becomes one of reduc- Helpin Relieve the Squeeze ingthe numberofactivitiesandfocus- ingenergies on tasks that are the most of Wor ing Women with clearly related to feeling successful in each role. • Relaxation techniques. These are Preschool Children especially useful in helping working BY JUDITH R. PERES mothers become better prepared More and more women are the development of skills and tech- physically and emotionally to with- findingthemselves inthedual niques the individual can acquire to stand the excessive stress they experi- role of career worker and alleviate stress (Farquhar, 1987). Ef- ence. Relaxation training reinforced mother of preschool children. Our fectivestress managementfor worki ng by such techniques as meditation, society has seen an increase of 63% in women with preschool children in- neuromuscular and autogenic relax- this part of the labor force. A solid set volves both learning and implement- ationand biofeedback helps to reduce of rules determining behavior and inga newsetof behaviors and working the constant state of emotional reac- definition of sex roles still exists—it on their perceptions to straighten out tivity the body experiences when un- augurs poorly for women in general anxiety-laden, unresolved issues. The derchronic stress. and forworking mothers in particular. EAP counselor can work with women Ultimately, any stress management Women currently face a far different individually on these issues or offer plan is enhanced by proper rest, proper set of normative role prescriptions than informal "brown-bag" talks on some nutrition and exercise. those for women maturing just a de- of the classic stress management tech- CONCLUSION cadeearlier(Reading & Amatea,1986). niques. with As a result, on the whole these process is to identify selected these techniques The key to this children women are a case study in inordinate problem build commitmentto working mothers of preschool the and single confl ict and strain due to the demands change, which then allows for the in mind. However, there is no serv- of work and family. The job-perfor- development of a stress management answer for the EAP counselor in work/ mance profile may sound familiar to plan. For working mothers, this plan ing all women dealing with that of the chemi- might consist of the following general family issues. It bearsmentioningthat cally dependent techniques: there are other stressors that may affect employee: exces- some, but not al I, of these women (e.g. sive absenteeism Techniques designed to minimize the marriage/divorce, workplace, child and tardiness; fail- ,>h frequency of stress. care, role strain and guilt). ure to complete as- One of the basic and most effective signments, poor techniques of stress management is to MANAGEMENT TRAINING FOR judgement, lack of identifystress-promotingactivities and Ef~PLOYEE ASSISTANCE PROGRAMS concentration, ar- develop a life style that modifies or guing with co- avoidsthesestressors. Fortheworking workers, prolonged lunch hours or mother,these can range from activities breaks, etc. Although not characteris- such as alteri ng the ti me she gets out of T'H E ticallyfatal, as is the untreated disease bed and the route driven to work,or as of alcoholism, this profile is clearly complex as maki ng I ife-style decisions within the domain of EAP work. as working part time or shared child There is growing evidence that bal- care. DRYDEN ancing both roles is having an impact Techniques designed to allow one to on women's physical health and men- become better prepared physically tal well-being(Warshaw,1986). Para- and emotionally to withstand exces- doxically, in an attempt to diminish sive stress. .FILE II the anxiety that high stress creates, O MCMLXXXVIII Motivision, Ltd. women may turn to false cures such as Consideringthe previously mentioned alcohol, smoking, tranquilizers and stressors, a program for working amphetamines, cocaine, the caffeine mothers can begin with the develop- UPDATED WITH NEW FACES,NEW "high" from coffee, overeating, or not ment of positive perceptions, time SETTINGS AND A NEW ENDING. management and relaxation skills. eating at all (Freudenberger &North, 24 Minutes 1986). Additionally, women who are • Positive perception. EAP counselors stressed may not recognize their feel- can help the working mother redefine Available on 16mm Color'Film ings asanger, because the rage maybe behavioral criteria for successful ful- and Video Tape (all formats). disguised as depression or victimiza- fil Iment ofwhatever roles she chooses Previews $25 U.S. Motivision, Ltd. tion (Braiker, 1986). for herself. Deductible Upon Purchase 2 Beechwood Road • Time management skills. Most Purchase Price $495 U.S. Hartsdale, N.Y. 10530 EAP ROLE working women try to take on too Plus Shipping Call(914)684.0710 How can this chain of cause and effect much with each of her roles as wife, ALSO ASK FOR A COURTESY PREVIEW OF be broken? One ofthe great benefits of mother and working woman. It may "EAP-AT YOUR SERVICE!"TO ENCOURAGE modern behavioral research has been be impossible to fulfill them entirely. SELF•REFERRALS. LENGTH:8 MINUTES.

JUNE 1991 EAPA EXCHANGE 27 The larger population of working Freudenberger, H.J. and G. North, men are the perpetrators, as has unfor- mothers is a prime group to target for Women's Burnout, V i ki ng Pengu i n i nc., tunatelybeen portrayed by the media, stress management training. Without New York, 1986. let's look at a few more facts from a stress management, many working study by Straus and Gel les, reported in mothers are at risk of coping mecha- Reading, J. and E. Amatea,"Role deviance their book Physical Violence in nisms collapsing under the excessive or role diversification: Reassessing the American Families (1990). For the psychosocial factors affecting the par- demands of their work and personal following data, the authors included enthood choice of career-oriented slapping, pushingand otheraggression fives. women," Journal of Marriage and the Family, 48, 255-260, 1986. not resulting inphysical injuryasforms REFERENCES ofviolence. Severeviolence includes Braiker, H.B., The type E woman; how to Warshaw, L.J., Managing Stress, Addison- kicking, punching, stabbing and other overcome the stress ofbeing everything Wesley Publishing Co. Inc., Reading, injury-causing forms of aggression. to everybody,Signet Books, New York, MA, 1986. 1987. no. per total no. 1,000 of people Farquhar, J.W., TheAmerican WayofLife Incident families assaulted Need Notbe Hazardous to Your Health Judith R. Peres, MSW is contract coor- (Revised Edition), Addison-Wesley dinator of EAPs for Sheppard Pratt, a health company based in ealti- Publishing Company, Reading, MA, care A. Violence between husband and wife 1987. more, Maryland. Any violence by the husband 116 6,250,000 ~~~ Family Violence and Any violence by the J a~ y wife 124 6,800,000 ~~4 ~` ~~,~ the Workplace Severe violence by the husband 34 1,800,000 tr:'~ , BY J. INGRID AMBERSON, PH.D. Severe violence by the wife 48 2,600,000 hat one new thing can EAP society, government and academic B. Violence by parents to a child ages 0 to 17 professionals do that would experts have found. Moreover, "the reduce their company's effects spill over into the workplace," Any hitting of child Near 100% for medical expenses by up to one-quar- says C. Everett Koop, the former U.S. during the year youngchild ter in a single year? Or save the Surgeon General, (New York Times, Severe violence to child 110 6,900,000 violence company thousands of dollars in lost August 23, 1988). Very severe to child 23 1,500,000 production time, absenteeism and If these statistics are true, EAP pro- turnover? First, IeYs look at some fessionals should make a systematic C. Violence by children ages 3 to 17 facts. and routine practice of assessing for (1975-7h sample) •SomeMinnesota- family violence situations when cli- Any violence against based EAP provid- ents visit the EAP. Often, family vio- a brother or sister 800 50,400,000 ers estimate that lence is an underlying condition and Severe violence against 25% of workplace not a presenting problem, since it is a brother or sister 530 33,300,000 problems such as often shrouded in denial due to the Any violence against the above-men- heavy load of guilt and shame carried a parent 180 9,700,000 tioned,plus the ex- by the perpetrator and victim. It is Severe violence cessive use of estimated that half of all domestic against a parent 90 4,800,000 medical benefits, violence situations involved alcohol, are due to family and vice versa. As these statistics show, placing the violence. What relevancy does domestic vio- blame in any one corner does not fit • The cost of family violence to em- lencehave tothe workplace? There is the facts. In my private practice as a ployers isabout$3 billionto $5 billion an interrelationship that has been es- psychologist, I see many women who annually (San Francisco Examiner, tablished between abuse in the work- have been violent with their husbands May 19, 1981). place and abuse at home. Deborah or children. In my specialty of sexual- • Twenty percent to 50% of American Anderson, aMinneapolis-based con- ity, Ihave worked with sex offenders couples have suffered violence regu- sultant on workplace and family vio- and many of them were abused, either larly in their marriages ("Plain talk lence, conducted a survey of 70 fami- physically or sexually, by older fe- about wife abuse," a pamphlet pub- liesthat had a problem with domestic males, both within and outside of the lished in 1987 by the National Insti- violence. Fifty-five of them said that family. This has led me to the conclu- tute of Mental Health). abuse at work, such as verbal abuse sion that in helping our clients con- • A Minneapolis health risk manage- from supervisors, caused the physical front violence in their families, we mentfirm is finding that 25% of their abuse at home. Some also indicated need to release our own biases about medical claims include family/do- they took their problems from home howthat violence occurs and bywhom mestic violence, child abuse and ne- back to work with them. in order to probe sensitively and with glect. Before prejudging that women and an open mind. In couriseling,we may The abuse exists at every level of children are always the victims and initially her the stereotypical situation

28 EAPA EXCHANGE JUNE 1991 of male attacking female, but we need a victim as well as when they perpe- behavior. The journey of change on to do more than scratch the surface to trate—inorder for them to fu I ly under- which they must embark is often long explore the full scope of how violence stand how they affect others. This is and painful. manifests in a family. also how they begin to take responsi- Abuse is a developmental issue. bility for their own behavior and con- J. Ingrid Amberson, Ph. D. has seen Children learn it from parents or other sequences. EAP clients for three years for dor and family members and later learn to act As EAP professionals, we need to be associates, inc., in Minneapolis, MN. it out as they get older. As we can see sensitive to the shame and even self- She is also a reseacher/therapist and from the statistics, however, "older" hate that haunts people in and from educator in the field of sexuality. can mean as young as age 3. One of violent families. They should be ap- my clients, a sex offender, described a proached with sensitivity, openness few years ago in his therapy group and caring, but with firm boundaries how when he was two or three years and expectations that will help them old, his slightly older brother tied him explore and face all aspects of their up and left him in the closet for hours at a time. This and other abuse hap- pened repeatedly over the year, but when he told his parents what was happening, they did not believe him and scolded him for lying. Although it does not happen in all cases,the abused ch i Id can grow up to be an abuser, but the abuse may turn inward instead of against others. This is the classic picture of the "victim." Weare justbeginningtoclassify,theo- rize about and write about male victims and how their behavior is the same or different than female victims. Over the years, as I have treated perpetrators'(manipulators or victimizers of others) who were victimized as children, Ihave learned that victim and perpetrator are two sides of the same coin. Perpetrators are victims sometimes, and sometimes victims perpe- trate. It is survival behavior learned in a dysfunctional family system. In therapy, I help the person look at both sides ofthe behavior—when they were

We meet the problem of dual diagnosis head-on. We can succeed even with your treatment resistant patients. The Dual-Focus Program provides asingle-setting, compre- ~ ~ hensive treatment in a warm, 12-step oriented milieu. Our t interdisciplinary staff of experienced professionals effectively blends current psychiatric and substance abuse models to meet the needs of each individual patient. EAP Data Management Somvare Located conveniently on Manhattan's Upper East Side, Clients, Staff, Companies Gracie Square Hospital is a 220-bed, 31 year old facility in the forefront of high quality psychiatric care. For admissions Referral Resources and other inquiries regarding the Dual-Focus Program call: Statf Time and Expenses (212)988 -4400 x476/540 Billing and Sta#isfics Memos, Labels, Calendar Ad Noc Query Reports Dual-Focus Program DE1N0 &Sample Reports $25 {800) 395-0033 ~~~ Gracie Square Hospital, Inc. I QUALITY cARE in Maine: (2v7} 621-OG33 and 420 Enst 76th Street, New York, NY 10021.. PERSONAL REGARD DESIGN SYSTEMS 126 Western Avenue, Suite 191 Grntie Squnre Hospitnl is nyproaed far Blue Cross nrid most mnjor merlicnl i~isurnnce. Augusta, ME 04330

JUNE 1991 EAPA EXCHANGE 29

1't were distributed when the program ~_ , ~ ~ Setting Up a Work &Family was given. Some possible on-site Ibcations for ~~ ~ ~ r~ ~ Resource library the library are: a section of the re- ~~~~w~ "~ ~ '~3 ~ ~°. search and professional library, employee health services, the personnel ~ j ~~ Fj BY PAULA BILLS r~~ department or the fitness/recreation center. Information can also be made available via the mainframe as a well-planned work &family re- the most important role for the com- supplement to other resources. This source library is an effective mittee istodeterminethecomposition method facil itatesfield location access and inexpensive way to start or of the I ibrary and to ensure that appro- and centralized updating. supplement your company's work/ priate departments have been con- family agenda and employee assis- sulted. You may need to confer with WHERE TO GET INFORMATION tance efforts. Providing information your employee health or legal depart- In order to get authoritative, informa- on a wide variety of topics to employ- ments, for example. tion on a specific topic, it may be ees and their families, the resource Here is a list of popular topics on helpful to contact associations, soci- library can address which materials may be sought: eties, and county, state and federal needs and con- agencies. For example, the American issues cerns, eliminating Adolescent Association for Retired Persons has the needto pickone Adoption lists of publications on eldercare and issue over another. Alcoholism &chemical the National Association for the Edu- An additional ad- dependency cation of Young Children has books vantage of a library Basic education and videotapes. is that it can usually Budgeting &financial planning Federal agencies such as NIAAA Child care be established at or and NIDA have free information Communications accessed by all available on topics related to alcohol Computer company locations, not just head- skills and drugs. Lists of associations and quarters. Education federal agencies can be obtained from Eldercare the local or company reference li- THE GOAL Exercise brarian. The goal of a work/family library is to Health issues For local resources, a good place to Home repair assist employees in improving the start is the United Way information.... quality of their work and family lives. Mental health issues and referral service. Also,each county A carefu I ly designed I ibrary does so by Negotiating skills has some services avai table through a offering information and sources of Parenting variety of agencies, and hospitals usu- assistance on meaningful and conse- Pregnancy ally offer a tape library on health top- quential issues such as health, safety, Recreation &leisure pursuits ics, as well as health education litera- fitness,communication, education and Safety &crime prevention ture. In New Jersey, we have the Self- well-being, and how they relate to Single parenting Help Group Directory, which is pub- both home and work. Step-parenting lished by a local hospital. In some The library can offer a wide array of Stress management cases, employees may also wish to resources such as video and audio Time management donate books or tapes. tapes, newsletters, magazines, books, The Nabisco bakery in Portland, While establishing a work &family pamphlets, selected articles, educa- Oregon tel Is me that videos on home resource library may be somewhat tional workbooks and games. Other repair, basic skills and introduction to overwhelming and tedious at first, the sources of assistance, such as commu- computers are very popular and hard results can be very rewarding. Busy nity services, employee benefit pro- to keep on the shelves. parents and employees with problems grams (e.g. child care or eldercare Depending on where the library is or concerns usually appreciate some services, loan programs, etc.) and the housed, employees can use the mate- direction. Clearly, this is good em- employee assistance program can also rials on-site or check them out for ployee relations and EAP program be made available through the I ibrary. home use. A small TV/VCR viewing promotion. Information is power, and area in the library makes on-site view- a move toward taking action on a TOPICS ingoftapeseasyand convenientduring problem or a question usually allevi- Topics and subject matter can vary lunch or before and after work. ates the initial stressful feelings. If widely, but should reflect areas of Another idea is to audiotape or readingorwatching doesn'twork,then employee concern and interest. You videotape health-education or other the EAP is close at hand. may want to establish a committee to noontime programs and provide cop- spearhead the project. The committee ies through the library. This idea was Paula Bills is director of employee can elicit employee suggestions for generated bya Nabiscoemployeewho services at Nabisco Brands, lnc., based new topic areas, establish lending li- travels and frequently misses on-site in East Hanover, NJ. Theauthorextends braryrules and promote the use of the programs. Tapes can be provided thanks to staff members Kathleen library among employees. Perhaps with the accompanying handouts that McDermott and Lisa Myers.

30 EAPA EXCHANGE JUNE 1991 theses are the numbers of respondents cal dependency support group for FAXback Shows Some answering affirmatively: parenting employees and family members. seminars (12); prenatal health care The Exchangethankseveryonewho Companies, Unions seminars (3); seminars on latchkey participated in the FAXback Survey, Provide Strong W/~ children (6); work and family fairs ►~ (15); eldercare fairs (6); and wellness Benefits, Services & health promotion fairs (25). The final portion asked about an The Exchange ran its first FAXback array of other services offered by the Survey in February on Work/Fam- ~~ EAP. In parentheses are the numbers ~~, ilyIssues. A total of 35 responses were of respondents answeri ng affi rmativel y: received. Most of the respondents post-layoff counseling (12); grief ~~~►'~ ~N'i~ indicated their work organizations counseling (30); pre-retirement coun- ~~ provide excellent benefits and em- seling (18); parenting support groups ployee assistance services that help (8); parent/child homework training workers meet the demands of both (1); family issues consultation to labor 5 work and family life. and management (16); eldercare sup- _.- -- o.~~Ona~Gala This result was expected for two rea- port groups (7); supervisory training Pr°R'--~~"~~ sons: (1) employers with EAPs have on managing family problems in the already demonstrated they are recep- workplace(17); newsletterforfamilies tive to helping employees cope with (11); telephone information for family • Our Imprinted Stress Cards problems not necessarily related to problems (18); marital and family Will Create Awareness For work;and (2)respondentswhosework counseling (27); domestic violence Any Program organizations are proactive on work/ support (7); and corporate li- groups • Or Try Our "Design Your Own" family issues were probably more en- brary with/family resources (9). Plastic Promotional Cards thusiastic about responding. By the Twenty-two (22) respondents in- way, the Exchange solicited several dicated they include child abuse re- • EAP Posters In 3 Styles articles appearing in this issue from porting aspart oftheir stated policy on people who responded to the survey. confidentiality. Eight(8)indicatedthey Of the 35 respondents, 14 repre- do not. Just call or write for sented an internally administered or Additional services that some re- samples, prices &info. coordinated, management-only pro- spondents indicated they provide are gram. Thirteen (13) were internal la- human relations training, critical in- bor-management programs,three were cidentstress debriefing, a directory of member assistance programs, and six state certified chi Id care centers,crime were external service providers. survivors support, legal services, a vid- The first part of the questionnaire eotape series on family, and a chemi- asked about company- or union-provided benefits. (External providers The EAP's EAP were asked to provide information on a major company or union client.) providing personalized Seven (7)had an on-site/near-site child assessment and referral services care center. Most respondents had in Minnesota throughout flexible financial benefits, as well as pensions, retirement benefits and 401 k the metropolitan area. or other tax-saving plans. Fourteen (14) responding organizations made donations to child care agencies, schools, and other organizations related to family concerns. The second part of the questionnaire asked about EAP services. In addition to information &referral ser- dor and associates, inc. vices to employees, 33 respondents indicated services are extended to The employee children, adolescents and Quality EAP You Can Trust spouses, 21 to employee siblings, 19 to employee parents, and 25 to employee significant others. Similar contact: Karen Hagen numbers were reported for assessment 430 First Avenue North, Suite 216 services. Minneapolis, Minnesota 55401 One portion of the survey related to EAP seminars and fairs. In paren- 1-800-367-3271

JUNE 7991 EAPA EXCHANGE 31 j

. EAPs. an t e Fem~n~zation o Povert Part 2

BY WALTER REICHMAN, ED.D., CEAP and MADELEINE TRAMIM, PH.D., CEAP

This is the last in atwo-partarticle. The may avoid economic comparisons in lem that requires multifaceted solu- first part appeared on pages 15-17 of order to avoid the anxiety and anger tions. the May issue. which such admissions would un- Some solutions have already been cover. These feelings come up in EAP undertaken. Clearly, government has settings. played an active role in addressing Until legislation in the early 1960s, poverty, including poverty among he feminization of poverty has it was considered legal and appropri- working women. The "War Against been incorporated into the ate to pay women less than men. The Poverty," food stamps, AFDC and psychological outlook of normative belief was that men needed Medicaid are examples of large-scale women. Psychologists have higherpay in orderto supportfamilies. government programs to remedy the questioned whythere is acceptance of The awareness of what is socially ac- problem. gender bias in the distribution of jobs ceptable,and the appropriate pay level However, many government pro- and in the inequalityof pay for similar for women doing "women's work" gramsare cut, leaving women to their jobs. Major(1989) theorizes that gen- createsthe expectation thatth is is what own meager resources. Moreover, dersegregation ofjobsand the under- one is entitled to received for doi ng the some would argue that such systemic employmentofwomenhas ledwomen work. Therefore, workingwomen may problems as the feminization of pov- to make d ifferential comparisons when notfeel entitled to high pay. This belief erty, and poverty generally, would evaluating male-dominated versus fe- increases women's tolerance for per- require a deeper governmental re- male-dominated jobs. Women and sonal injusticeanddevaluestheworth sponse, including education, eco- men differ in their sense of what they of women's work, in their own eyes. nomicequality,and revampingthetax are entitled to receive for work. This Women sti I I must balance their evalu- structure, to name only a few. From toleration of injustice among under- ation of themselves with the know~- this perspective, government ap- paid female workers fosters low pay edge that, as a group, they are under- proaches are very limited. and cultural beliefs about what is ap- paid (Crosby, 1982). Crosby found Unions have been a major force in propriate pay for work. that women were unaware of, and protecting female workers/members Research indicates that people are aggrieved about, underpayment for against poverty. Research has shown more likely to compare their worth women as a group, but were con- that among these four factors—educa- with an in-group(men without women tentedwith their own pay,even though tion, job training, work experience and women without men) than with they too often were underpaid. This and union membership—the factor an out-group (men with women and paradox is probably explainable in most effective in raising wages for women with men). We also compare terms of self-worth and the perceived most demographic groups was union ourselves to those in closest proximity value of their own jobs. Women tend membership. And, the change was to us, most similar to us. Since most to underestimate both. most dramatic for all women and for women's coworkers are women,they minority men (Institute for Policy Re- will compare themselves to other search, 1990). Unions continue to women, thus perpetuating conditions SOLUTIONS advocate for all members, however. of low pay and denial of its injustice. This is especially true in the manufac- There also may be defensive rea- What are the solutions, and what is the turing industries, where women do soningthat comes into play. Women role of the EAP? It is a complex prob- not predominate.

32 EAPA EXCHANGE JUNE 1991 Comparable-pay-for-comparable- tion is a long-term effort that necessi- can be helped to some degree. But, to worth programs have been instituted tatescontinual programs and training. bring relief to her sisters and her in certain industries and need to be For the short term, EAPs should be daughters,somefundamental changes expanded. Comparable-worth or pay- aware of the laws against discrimina- will have to be made. equity programs for paying salaries tion and remind their organizations of should be instituted (Wittig and Lowe, the law. 1989). In comparable-worth proce- Other EAP responses include in- REFERENCES dures, jobs are evaluated and given volvement in organizations which, Crosby, F., Relative Deprivation of Work point values depending on the skill, through their work, advocate for ing Women, Oxford University Press, effort, responsibilityandworkingcon- women's issues. Examples are domes- New York. ditions ofthe job. Jobs with the same tic violence organizations, or those Institute for Women's Policy Research, point values are paid equally. Since dealing with unwanted pregnancies, Strategies to help the working poor: The men and women are in different jobs, child care or eldercare. When EAP union solution, Public Employees De- however, the difficulty arises from the staff take part in these issues, they partment, AFL-CIO, p. 6, 1990. evaluation of ski I I, effort and responsi- learn more about both women and Major, B., "Gender differences in com- bility. Thevalue system ofthe society women's issues, and about resources parisonand entitlement: implications for comes into play. For example, does it which can help women. For example, comparable worth," Journal of Social ls- require more skill, effort and greater in New York State, Four Winds, a sues, vol. 45, no. 4, pp. 99-116, 1989. responsibility to manage the finances private psychiatric hospital, is con- Wittig, M.A. and R.H. Lowe,"Comparable of a corporation or the children of the ducting a year-long series of seminars worth theory and policy," journal ofSo- employees of the corporation who are for free on "Domestic Violence in in- cialIssues, vol. 45, no. 4, pp. 1-22, 1989. in day-care centers? The latter jobs are timate Relationships." EAP staff are C~ usually managed by women, and de- attending; they are learning and en- valued. hancing "macro-linkages" to commu- On psychological grounds, women nity resources dealing with women's should be encouraged to compare needs. themselves in the work setting with EAP responses should also include men. This would raise their sense of systematic contactwith schoolsto learn ~xC1u~1ve1 entitlementand alter, via self-fulfilling aboutthedifficultiesofchildren living ,y prophesy, other perceptions of their infemale-headed households, and to ~XTo~nen~ worth. However, this has a downside form alliances to address common as well. It will increase women's per- problems faced by chi Idren and work- A Recovery Center for Women sonal and group discontent. This, ing mothers. A joint approach by the with Addictive Disorders. however, may be a catalyst for change educational system and industry may We treat all addiction related disorders. (Major, 1989). well lead to partial solutions to the Nestled in the safety of the Comprehensive social and educa- problems offamilies living in poverty. Tucson Mountain Foothills. tional proceduresshould bedeveloped What should the EAP do for Rose to provide sex education to young Harris, cited in Part 1 of this article ? people to reduce unwanted pregnan- Movi ng from the genera(to the specific cies. EAPA members can support is not always easy. The first step is to e~~hu~~o ~ ,i, fundingfor programsto motivate young listen and understand Ms. Harris and T1~t~ people to stay in school and increase not blame the victim for her problems. ~ ~~~ ~I ,~~~ their marketability. It sometimes ap- Deal with the problems at hand and ~~nCh pearsthatourhigh schools areturning take steps to reduce the learned help- ..,~uuIII~~~~uu~utllll~I ~~Illl~ii~~~~~.,. out employees for low-payi ng fast food lessnessoften experienced by victims. Affiliated with the chains. Look to the community and schools Finally, EAPs should support pro- for counseling and guidance for she "Suzanne Somers Institute" gramsfor the appreciation of diversity and her children. Be sure she is ob- Call for Free Assessments in organizations. EAPs should as part tainingall ofthefinancial aidtowhich of their educational process present she is entitled. Counsel her to search (602) 744.1999 or 1-800-825.2624 programs to reduce bias and discrimi- for ways of improving her skills and 7501 N. Wade RU. •Tucson, AZ 85743 nation in their organizations. Reduc- preparing herself to take advantage of 1CA110 Approved ~ Insurance Accepted ing attitudes that result in discrimina- an upturnintheeconomy. Rose Harris

JUNE 1991 EAPA EXCHANGE 33 REGIONS AND CHAPTERS Educational Program Draws Crowd to WDC

Each year, the Western District presenters were these: "Debate and the 1800s about alcohol abuse in Conference relies on natural as- Open Forum: Is EAP Treatment?",with families, and correlatedwhatwas said sets tohelp (ure conference-goers. Charla Parker, Saliy Harvey and John then abautchemical dependencywith This year, the sun and surf of Newport Franz;"Utilization Reviewand Benefits what is being said today. Paul Roman Beach, California was enticement Management for EAPs," with Tamara spoke during an awards dinner on enough,as attendancetippedthe scales Cagney; "Satanism and the Occult: Tuesday about future trends, predict- at about 325. The real attraction, Impact on EAP Practice," with Gary ingthat EAPswould prevai I nverforms however, was provided by the educa- Whaley and Adam Walsh;"Mock Ar- of managed care that are based on the tional program component. bitration Trial," with Sharyn Peal; wholesale denial of treatment. Susan What distinguished the 9th annual "Ethical Considerationsfor EAPs,"with Blacksher of the California Depart- WDC,held on April 7-10, was a series Paul Roman; and "Cultural Diversity ment of Alcohol and Drug Programs of six special three-hour courses (two Training for EAPs," with Gloria Porter spoke about the state's drug-free ran concurrently in each of three dif- and Jorge Cherbosque. Additionally, workplace program. Her message was ferent time slots). Says conference the WDC offered 18 workshops across that the focus would be more on pre- chair Mary Denkers, "We really eight time slots. vention and treatment than on inter- worked hard to beef up the education, On the marquee were three key- diction and criminal justice. and the program committee, chaired notespeakers over the four days. They During the awards breakfast, by Jeanne Newcomer really outdid included Claudia Black, who presented Tamara Cagney was given a special itself. That is the part that excited the during a speaker's luncheon on Mon- recognition award for her many out- conferencepiannersthemost. Wefelt day, April 8 about adult children of stand i ng contri butions to EAPA, wh ich that we also attracted very high-quality alcoholics and codependency. She include the her prior positions as Vice presenters." Among the courses and showed slides of a book published in President-Operations,Western Region Representative, chair of the Program Managers Committee and presidentof the San Francisco Chapter, in addition DO A QUARTERY.,Y REPORT to her present position as chair of the Standards Committee. Mary Denkers IN TWO MINUTES!! also received an award from the Or- ange County Chapter, which hosted the 9th WDC, for her decade-long contributions to the chapter. DAYBREAK Other events during the WDC in- EAP ciuded chapter officers training (see article on page 6), a chapter presidents SOFTWARE luncheon, and special-interest meetings on EAPs in health care, EAPs in • The CHOICE of EAPs IN 27 STATES highereducation, labor, and women's issues. Recreational events included ~ Organized by CEAPs for EAPs the "Back Bay 5K Fun Run &Walk"on • to be CUSTOMIZED Tuesday, and a beachside "attitude Able to Meet Your Needs adjustment walk." • REPORTS Compiled Automatically From Individual Records The conference planners left ex- hausted and relieved that the WDC • ALCOHOL &DRUG ASSESSMENT Available was executed almost exactly accord- Printed report in 15 minutes. Discuss positive responses. ing to script. "It is gratifying that the Diagnostic Impression and suggested Level of Care. evaluations were 99% positive and that people were happy with the pro- 1-800-782-6785 gram content and setting," says Denkers. "People in the Western Dis- INC. trict have become accustomed to ex- Ht~RTING (~SSOCI(~TES, ceptionalspring conferences, and Or- ange County is glad to have helped 8 Executive Dr. Saite 160 Fairview Heights, IL 62208 carry on that tradition." C'~

34 EAPA EXCHANGE JUNE 1991 COLORADO CONFERS HONORS, AWARDS AT APRIL CHAPTER EVENTS ;~ tempts to publicize EAPs in Colorado. y Over the years, many EAPA chapters ~. -. ; have struggled to raise money and "~T . "` attract and retain members. The Governor's Luncheon has been a long- term investment for the Colorado ~., Chapter, from which we have '~' ~, benefitted tremendously. We whole- heartedly encourage other EAPA chapters to put forth the time and ~' energy needed to make the same kind of investment," says Crispelle, who a The EAPA Colorado Chapter has for Above left: EAPA Executive Director Tom ~soprovideddetailsoftheGovernor s years been a participating organi- Delaney addresses the Governor's Lun- Luncheon for this report. zation in the annual Governors' Lun- cheon. Above: Delaney shares a moment Governor Romer and his administration cheon, held each year to honor out- with chapter president Bob Mines and have been promoting EAPs 12 standing EAPs and their sponsoring Colorado first lady Bea Romer. Below: months a year. The project "Commu- Western organizations. The chapter took a big Region representative )im nities for aDrug-Free Colorado" (de- Lehman (I) presents Daetwiler Award to step scribed on page 19 of the November by last year by becoming a pri- Mel Cohen. mary sponsor and continued its lead- 1990 issue of the Exchange)works with ership role this year at the Colorado Chapter and actively the 15th lun- ers and workers. The u n iversity, by the cheon, held on April promotes EAPs to small businesses, 30 in Denver. way, has had an EAP for many years. The other sponsors especially those in rural areas. included Labor's According to Les Crispelle, legal Community Agency On April 12, the chapter honored and the consultant to the Office of the Gover- Governor's Office. two of its brethren for their special nor and an EAPA member, the Colorado Chapter contributions. Roman "Tony" Valdez president Bob Governor's Luncheon is more than Mines presided as the master of was presented with the 1991 Daetwi ler cer- just a forum to recognize exemplary emonies of the 15th Award, given annually for a member Governor's Lun- EAPs. "The luncheon is becoming a cheon. EAPA Executive who makes significant contributions Director Tom major fund-raising event for the chap- Delaney attended to to the Colorado Chapter. Tony is one officially repre- ter and an important part of our at- sent EAPA, and he offered welcoming of the six founding members of the remarkstotheaudience.(Tom worked chapter. He was presented the award by Richard double duty by also giving the wel- Daetwiler, in whose honor coming address at a concurrent con- the award is named. ference sponsored by N.U.R.S.E.S. of Mel Cohen, of Labor's Community Agency, was recently granted Mem- Colorado) ber Emeritus The organization honored at the status by EAPA for life- Governor's Luncheon for an outstand- time contributions to the EAP field. ing EAPwas Coors BrewingCompany, Western District Representative Jim represented by EAP manager Bob Tank. Lehman presented a plaque in a cer- Tank accepted the award on behalf of emony before Colorado Chapter William K. Coors, chairman of the members. Cohen is one of six EAPA board. members emeritus, the first from the ranks of labor. As its name implies, the Governor's Luncheon has a reputation for top- shelfsupport within Colorado government. In fact, three former governors SAN DIEGO HOLDS 4th AWARDS BANQUET attended, as did Lieutenant Governor The following report was provided by Michael Callihan and other dignitar- ies. Because John Nelson of the EAPA San Diego Governor Roy Romer Chapter. was tending to business in Washing- ton, D.C., first lady Bea Romer spoke to the audience in his stead. The evening of May 9, 1991 was The luncheon's keynote address filled with festivity and congratula- was delivered by Daniel L. Ritchie, tions as the EAPA San Diego Chapter chancellor of the University of Den- held its 4th annual Awards Banquet. ver. Chancellor Ritchie urged EAP The di nner and dance were held in the to strive for professionals excellence Duane Rogers, a past president of the San in the workplace, and he applauded Diego Chapter, makes EAP of the Year the efforts of EAPs in helping employ- presentation to )im d'Artenay.

JUNE 1991 EAPA EXCHANGE 35 ~^ ~ , }~ ~ ~ -L, z~ ;~~: ~ ~ ~*' ~ ~,~~i ~

Cafe Del Rey Moro restaurant in San mediate past president, the late Lee Above Left: Some ofthe faces in the crowd Diego's Balboa Park. Panttaja. were, in front (I-r), Ted Friedman, Alan James d'Artenay, director of the The special guest speaker was Mickles, Georgi Distefano and Therese Faculty and Staff Assistance Program Representative Nancy Adair; and in the back, Mary Horasian, Western District Shirleen at University of San Raymond Fidaleo, Doris Mellman, the California, S. Bailey, who enlivened the crowd Freeman and Laura Miller. Diego, was honored as the "San Diego with a discussion of current public EAP of the Year." Counseling and Re- policy issues. Above: Nancy Bailey,the keynote speaker, covery Institute, a chemical depen- The evening ended with music and talks about public policy. dency outpatient treatment program, dancing to "One Track Mind," a band received the Community Service having four musicians who are local its membership, commend individu- Award. Also announced was the cre- EAPA members. als and organizations, and provide ation of a grant and scholarship, both The Annual Banquet is held annu- support to EAPA's Western Region named in honor of the chapter's im- al ly bythe San Diego Chapter to honor Public Policy Committee. i~

. .. EAP INFOTRACKS • Brown &Root Opens Child Care Site The following is a press release of the 'favored employer'," said Ber ~ ~ ~ Brown &Root, Inc. Pieper, Brown & RooYs president and chief executive officer. Motivated by a longtime com- Kinder-Care, based in Montgom- 90 day post-primary chemical mitmentto itsemployeesand ery, AL, has been contracted by Brown dependency programs— their families, Brown &Root, & Root to provide child care services. Minneapolis, MN /Phoenix, AZ Inc. has announced that it will offer The employee cost to use the service on-site child care as part of its new will be competitive with other facili- Employee Center in Houston, TX. ties in Houston and around the coun- •CARF Accredited The announcement marks Brown try. •12 -Step & Root as an industry leader in provid- Founded in 1969, Kinder-Care has •Work Requirement ing Houston's first corporate-spon- experience in providing child care ser- •Separate Men's and sored, on-site child care facility, says vices in corporate settings. Presently, Women's Facilities Dr. Kay Albrecht of Houston's Child Kinder-Care provides child care to •Affordable Care Management Associates. 130,000 children in 40 states and two Albrecht provided consulting services Canadian provinces, said Cynthia 1-800-328-4827 Ext 2353 for Brown & RooYs child care facility. Shelton, a consultant for Kinder-Care. 6612 Lyndale Avenue South "The child care facility and Em= "We look forward to providing a Minneapolis, Minnesota 55423 ployee Center is in keeping with our safe, loving and nurturing environ- commitment to make Brown &Root ment where the children of Brown &

36 EAPA EXCHANGE JUNE 1997 Root's employees can learn and grow. employee assistance programs, 2,100 On-site child care is one of the Parents will get the kind of care they squarefeet;and employee creditunion, many components of the Employee want to theirchildren becauw Kinder- 550 square feet. Center that wi I I help reduce absentee- Care believes childhood is as impor- In addition to the on-site center, ism and improve daily productivity tant as child care," said Shelton. Kinder-Carewill offerdiscounted child company-wide,said Schaeffer. Health In addition to child care, the Em- care services for Brown &Root em- promotion and disease prevention, he ployee Center will showcase fitness ployees nationally. The child care added, will likely impact employee and cafeteria services. The facilities facility, to accommodate 100 chil- sickness in areas including cardiovas- will be available to employees at a dren, wil(be licensed with the city and cular, cancer, psychological services, competitive cost. "We want to pro- state and maintain health department diabetes and pregnancy. "Our goal is videour employees with a supportive regulations. Mothers and fathers will to help employees make informed culture where they're satisfied in their be able to participate in their child's health care decisions for themselves jobs and happyto be here," said Pieper. day, visiting at breaks or staying for and their families. But most impor- Brown &Root has committed $4.1 lunch. tantly, the results will mean healthier million for building a 40,000-square Infant care and multi-level child employees who find their lives re- foot Employee Center at the company's development for children up to age 5 warding," said Schaeffer. Houston-based headquarters. The fa- will be provided, said )ohn Schaeffer, Brown &Root, Inc., one of the ci lity,due toopen inearly 1992,offers manager of the Brown &Root EAP. world's largest and most diversified Brown & Rootemployeesequal access "Our child care curriculum will be engineering, construction and main- to facilities, said Pieper. The facility engaging, fun and educational. Plus tenance companies with 57,000 em- will include 8,700 square feet; the ouremployeeswill hauepeace ofmind ployees, is a Halliburton Company. physical fitness area, 15,200 square knowing their children are nearby," [~ feet; cafeteria, 10,000 square feet; said Schaeffer.

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0338-8 0543-1 05432 0543-3 0543-4 0543-5 u54s-6 • POSTER SIZE Mew PostersC rab Attention 812-- x 11-- ~ ~~I was looking for new posters— ~ Price Per Set 1-24 Sets 25-99 Sets 100 Up Order by Phone With ; couldrit find any, so I commissioned m Either Set $10.00 $8.50 $7.50 VISA or MasterCard ~'~~(~ y ~ 8 Posters ~ (501)536 -1242 ~ own. I am very happy with the results and ~ ~ ~~' so are my clients, so I'm making them ~ Mail To: SWEAP Productions, r.o. sox s29i, Pine sluff, AR 71611 ~ available to other EAP providers. 1 Please Send Me-Sets of Series 0338 Posters at 1 "These new posters use language heard 1 sets of series os4s roster9 at Per Set 1 D eer see ~ in break rooms and casual conversations, 1 Cail for single poster orders (a? $1.50 ea., min. order 10. 0543-7 The ideas are clever, quickly read and 1 subtotal ~ easily understood. Each poster has space ~ NAME 5%Shipping ~ for your card or stamp and is printed on ~ TITLE &Handling ~ heavy coated stock. ~ (Ntin. $s.00> ~ To use these new and effective posters ~ ORGANIZATION Canada & ~ ADDRESS Foreign io% 1 to communicate your message, send the ~ One WS (Min. $10.00) ~ ~~~Tr►is,ls ~b coupon below or give us a call. We'll ship ~ CITYISTATE ZIP ~r~~~-► ~ immediately:' ~ TOTAL ~ ~,.~:i, a:,u~~ Dick DeWoody ~ ❑Payment Enclosed O VISA ❑MasterCard ~ President 1 CARDHOLDER NAME 1 Southwest Employee FAX (501)663 -9488 0543-5 1 CARD NO. PHONE ~ Assistance Programs. ~ Signature Exp. Date ~ (Cardholder) ~------°------J JUNE 1991 EAPA EXCHANGE 37 ~~r~~~r~r~~srr~.r.~~a~~w~s~~~~~r~~~o~~~r~~r~

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~ ~,:- WHEN YOGI NEED InFORMATION,WE'LL DO THE F[NDING 1 1 AMID PRESENT YOti W[TH THE FACTS 1 ' EAPA's Resource Center is the EAP field's most authoritative want. Write a check payable to "EAPA" for the total amount of ' resource for complete information on any EAP-related topic. your order, based on the prices shown to the right of each title. ' During 1990, the Resource Center received more than 5,00'0re- Clip this form, or photocopy it, and mail it with your check or quests for information and technical assistance, and many of purchase order to EAPA, 4601 IY. Fairfax Drive, Suite 1001, ' them were resolved by information available from our more Arlington, VA 22203. ' than .100 Subject Search titles. The titles, listed below, are cate- Advance payment or a purchase order is required, but tele- gorized by the six Content Areas that comprise the EAP Scope Phone orders will be accepted if they are billed to American ' of Practice. Express. ' ' here's how to order. Check the boxes to the left of the titles you '

' TITLE PRICE ❑ Evaluation/Benchmarks ...... 39.00 Special Offerings ' 'Work Organizations ❑Implementation ...... 9.00 Fact Sheets/Complete Sets Only ...... I5.00' O Incidence/Prevalence ...... 6.00 Subjects: Absenteeism, Consumption '❑Drug Testing ...... $ 1 4.00 /Health Care Data, Dollar Impact/Workplace Use, Drug- ' ❑ ❑Insurance Drug Testing Bibliography ...... 5.00 Utilization ...... ,.....,.,...... 18.00 Free Workplace Regulations, EAP Re- ' ' Testing Cost Benefit ❑Drug ❑Managed Care/Alternative sponse, Employer Investment in EAPs, Analysis ...... 4.00 Therapies ...... ,...... 5.00 Federal Employee Programs, Four Most O Drug Testing State Laws ...... 4.00 Managed Care/Cost Containment ...... I I.00 Prevalent Workplace Drugs, Impact/Job '❑Employer Anti-Drug Programs ...... 9.00 [] Managed Care/EAPs...... 6.00 Performance Measures,incidence Sr Preva- ❑ Law: Anti-Drug Abuse Act ❑Managed Care/HMOs, PPOs ...... 18.00 lence, Positive Consequences of EAPs, ' ' (Summary) ...... 6.00 ❑Managed Care/Overview ...... 7.00 Termination Vs. Treatment, Testing/Civil- '❑Law: Drug-Free Workplace Act ...... 6.00 Q Managed Care/Utilization ian Workplace,Testing /Military Workplace, ' Law: Duty to Warn ...... 10.00 Review ...... 7.00 Workforce 2000 'O Law: Privacy Act '74 ...... 7.00 O Management Information Systems ...... , 8.00 ' ❑ Law: Testing Overview ...... i 1 .00 ...... 8.00 ' ❑Marketing❑ ❑Law: Voc Rehab Act' 73 ...... 7.00 lyeeds Assessment ...... 7.00 ❑ Law: Voc Rehab Act' 74 ...... 5.00 O Pricing EAP Services ...... 5.00 Cost of Searches $ ' O Management Overviews/ ❑Procedures/Practices/Process ...... 14.00 ' ' Barriers ...... 14.00 ❑Selecting an EAP Contractor ...... 4.00 non-EAPA members O Policy ...... 18.00 O Staff/Organizational add Oo/o surcharge ' ❑Productivity ...... 1 I .00 Development ...... 22.00 '❑Unions and EAPs ...... 22.00 Training ...... I $.00 ' ❑ ❑Supervisory Work and Families/Child Care ...... 15.00 Q Utilization ...... 18.00 Sub-Total $ 'O Work and Families/Eldercare ...... 6.00 ' 'D Work and Families/General ...... 12.00 EAP Direct Services Virginia Residents ' D Aftercare ...... 7.00 add 4.5% sales tax ' Human Resources Development ❑ Assessment ...... 6.00 ' /Manager's Guide ...... 7.00 ❑Diagnosis ...... I I .00 '❑Benefits /Job-Related ...... 19.00 TOTAL $ ' ❑Benefits/MFI, CD ...... 9.00 ❑Stress 'O Benefits Overview ...... 7.00 O Work Site Wellness Promotion ...... 26.00 ' ❑ Career Development ...... 20.00 Chemical Dependency and Addictions YOUR NAME ' ❑Counseling/Becoming, Training ...... 7.00 for Duty ...... 24.00 ❑Drug Types/Effects ...... 1 4.00 ' '❑Fitness❑ handicapped ...... 34.00 ❑Illnesses With Substance Abuse...... 8.00 Membership Category ' '❑Minorities ...... 2 I .00 ❑Relapse ...... I I .00 ❑Training of EAP Practitioners ...... 12.00 ❑Symptoms/Signs ...... 8.00 ' O Troubled health Care Providers ...... 9.00 Organization ' 'EAP Policy and Administration ❑Troubled Professionals/Executives...... I I.00 ' ...... 6.00 ❑Caseload Personal and Psychological Problems O Case Management ...... 5.00 Address '❑ Casefinding ...... 1 2.00 ❑Job Loss ...... 12.00 ❑ Confidentiality, Final Rule ...... 9.00 ~ Mental health ...... 16.00 ...... 14.00 ' D Consortia ...... 14.00 ❑Referral Phone '❑Contract Services ...... 5.00 ❑ Cost Benefit Analysis (how to) ...... 9.00 q~so of interest ❑ Audiovisual Reviews ...... 26.00 ' '❑Cost Benefit/Cost Effectiveness ...... 43.00 ❑ Cost Containment ...... 19.00 ❑Contract Sample (Vendor) ...... 5.00 /Municipal EAPs (List) ...... 7.00 ~ ' ❑Cost Impact/Offset ...... 17.00 ❑County Testing/EAP Perspective ...... 10.00 O Critical Incident Stress DebrieFing...... 47.00 ' '❑DrugCI EAP Competencies ...... 7.00 ❑ EAP Program Forms ...... ,...... , 14.00 ❑ EAP Flistory ...... 5.00 ❑ EAP Salaries ...... 5.00 '` ' 'O EAP Internal/External ❑Gambling/South Oaks Screen ...... 4.00 ~,,,, "- (Assessing) ...... 7.00 f~ IYIDA Drug Testing Guidelines ...... 7.00 "~' ~ ~A' 'D EAP Organizational InFluences ...... 6.00 ❑State Resources/Services ...... 14.00 ~ • V.)' C~ EAP Issues and Trends ...... 5.00 'Cl EAP Models/Essential IYew'15tles for 1991 ~ e~~ ~~ Ingredients ...... 22.00 ❑ AfDS ...... I I .00 ~~~ 'O EAP Models/Influences ...... 34.00 D COBRA ...... 9.00 ~~~~~ Z ❑ EAP Rationale ...... 24.00 ❑ ERISA ...... 4.00 ~~v~ ~~ ' ❑ L___Ethics ...... ______...... 8.00 O Legalization of Drugs ...... 5.00 ~Q ____J CONFERENCES AND WORKSHOPS

(PDHs). EAPA members wantingmore November 19. Contact Brian Gleason, training details should speak with the General Foods in White Plains, at(914) contact person for each listing. 335-2655. Greater Stamford Alcohol &Drug EAPA Oklahoma City Chapter; In Abuse Council, September 20 in 1991—July 2, August 6, September 2, Norwalk. Contact Liz Guerra at (203) October 1, November 4, and Decem- 744-7075. ber 2.• In 1992—January 7, February Hazelden Community Prevention 4, and March 3. All trainings will be &Professional Education,October 21- held in Oklahoma City, OK. Contact: 25 in Center City, MN. Contact Nancy Thomas ). O'Brian, USPS, at (405) McCann at 1-800-822-0800, ext. 366-4418. 4611. EAPA Maine Chapter, July 15 in Portland,and November 18 in Bangor. OTHER WORKSHOPS Contact Graham Reaves at(207) 773- AND CONFERENCES 3000. Gateway Rehabilitation Center, The 20th Annual University of Cali- July 19, August 16 and September 20, fornia, San Diego Summer School of in Aliquippa, PA. Contact Leanne Alcohol, Tobacco and Other Drug Papi at (412) 766-8700. Studies will be held July 7-12 in La The Washton Institute, July 19 in Jolla, CA. Call (619) 534-3400. New York City. Contact Nannette The 29th National AFL-CIO Con- Stone at (212) 213-4900. ference on Community Services will Mile High Institute on Alcohol and be held July 21-26 in Washington, EAPA NATIONAL CONFERENCE Addictive Behaviors, July 21-26 in D.C. Contact: AFL-CIO Department Snowmass, CO. Contact Helen E. of Community Services, 815 16th The 20th EAPA National Conference Petersen at (303) 691-0651. Street, NW,Washington, D.0 20006.; will be held November 10-13 in St. EAPA Los Angeles Chapter, July 24 (202) 637-5190. Louis at the Adam's Mark hotel. Be in Los Angeles, CA. Contact Sharon Public Health Services (Regions 6, looking in the July issue for exclusive M. Fisk at (213) 305-7209. 7 and 8) Office of Minority Health preconference coverage!! COPE, Inc., July 29 and August 26 will present the conference "Taking in Washington, D.C. Contact Trish Care of Our Lives: Building an AIDS CEAP EXAM INFORMATION Christain at (202) 646-5100. Survival Kit for Ethnic and Racial EAPA Alabama Chapter, August 8, Families and Communities—Tri-Re- • Examination date: December 14, October 10 and December 12 in vari- gional Minority AIDS Conference" on 1991. Application deadline: October ous locations. Contact Butch Wiley at July 22-24 in Denver, CO. For more 31, 1991. (205) 552-5203. information contact: Jane Wilson, • Examination date: May 9, 1992. EAPA North Texas Chapter, Sep- Public Health Services, Region VIII, Appl ication deadline: March 31,1992. tember 9 in Dallas. Contact Curtis 1961 Stout, Denver, CO 80294;(303) • Examination date: November 14, Camper at (214) 522-0707. 844-6163. For information on other 1992. Application deadline: October New York University School of AIDS-related conferences, contact: 10, 1992. Continuing Education, September- National AIDS Information Clearing- For further information contact: December 1991 at NYU. (Twenty- house, P.O. Box 6003, Rockville, MA Employee Assistance Certification two PDHshave been approved forthe 20850; 1-800-458-5231. Commission, c/o EAPA, Inc., 4601 N. course "Alcoholism & OtherSubstance The Institute for Integral Develop- Fairfax Drive, Suite 1001, Arlington, Abuse in the Workplace.") Contact ment will hold its 15th Annual Sum- 22203; VA (703) 522-6272. Dr. Vera Jellinek at (212) 998-7133. merInstitute on Alcoholism and Drug Charter Ridge Hospital,September Dependence on August 5-9 in Colo- PDH-APPROVED TRAINING 13 and November 8 in Lexington, KY. rado Springs, CO. Contact the Insti- Contact Shirley Workman at(606) 268- tute at: P.O. Box 2172, Colorado The following lists brief information 6403. Springs, CO 80901; 1-800-544-9562. on trainings that have been approved EAPA Hudson Valley (NY) Chap- The Second Annual National Con- for Professional Development Hours ter, September 17, October 15 and ference on Treatment Initiatives will

JUNE 1991 EAPA EXCHANGE 39 be presented on August 25-27 in Bethesda, MA. The conference has THE BUSINESS PAGE the theme "WorkingTogether Wnrks," and is sponsored by the National Treatment Consortium for Alcohol & Survey Shows Benefit of Advertising Other Drugs. For more information contact: Jeffrey T. Kramer, National in Specialized Business Publications Treatment consortium for Alcohol & Other Drugs, P.O. Box 1294, Wash- he article "SI ightly Offthe Beaten tored by the Business Publications ington, DC 20013;(301) 794-4827. Path" appearing in the May Ex- Audit of Circulation. (The findings The National BlackAlcoholism and change included commentary have been published by ..New York Addictions Council will hold its 13th from EAPA chapter presidents on the City-based American Business Press.) Annual Conference on September 1 1- EAP marketplace in their respective The survey asked 9,823 "business and 15 inCincinnati, OH. The theme will localities. One of the interesting find- professional buying influences" what be "The 90s are here—We know the ings was the paucity of advertising sources they find most useful in ob- problems, what are the solutions?" among EAP vendors with products and taininginformation abouttheproducts Contact Jacqueline Butler, National services to sell. and services they purchase. Among Conference Chairperson,at (513) 558- The external EAP marketplace can the people surveyed were architects, 4016. C~ still be typecast as having friendly grocers who search for suppliers, tele- competitors who rely mainly on free, communications and networking t••,~ •' word-of-mouth publicity and often managers, marketing and advertising work cooperatively. While this is en- agencies, chemical processors, truck- tirelylaudable, if EAP is tosustain itself ing companies, restauranteurs, pack- 10 Cochran House/ as a growth industry, the day may agers, office supply dealers and doc- Cochran Center come when service providerswill need tors. to more conscientiously create adver- In chart 1 are the cumulative ratings 18 Corporation Against Drug tisingand public relations strategies to of the marketing strategies. Special- Abuse (CADA) sustain or acquire new market share. ized business publications were rated Thiswill also helpto removetheveil of superior. Other sales strategies fared 29 Design Systems relative obscurity in the business mar- less weld. (Incidentally, the Exchange ketplaces where EAPs operate. is an example of a special ized busi Hess 31 dor and associates, Inc. The question arises, in what media publication that reaches managerswho will an EAP firm get the most return for make the most important purchase 29 Dual-Focus its advertising dollar? Evidence is pro- decisions in the EAP field. Treatment vided in amarketing-effectiveness providers, EAP subcontractors; and 19 EAP Digest study recently completed by the Chi- suppliers of products to the EAP field, cago-based Forsyth Group and moni- take note!!) 21 FLI Learning Systems cn~~~ i 2 Greenleaf Health Systems

34 Harting Associates, Inc. Marketing Effectiveness (Eight markets combined) 41 Johnson Institute On a scale of 1 to 100,these marketing strategies were rated by purchasers for their "usefulness" 44 Lawphone in obtaining information about the products anti services they buy

27 Motivision Specialized business publications ...... 76 Tradeshows ...... 6F3 6 Opportunities Salespeople ...... 67 Conventions/seminars ...... 61 36 Progress Valley, Inc. Directmail ...... 56 Direc:tories ...... 47 37 Southwestern EAP General business publications ...... 36 Daily newspapers ...... 32 26 St. Anthony's Newsmagazines...... 25 Medical Center Network television ...... 22 Radio...... :21 33 Sahuaro Vista Ranch Consumer magazines ...... 21 Cable television ...... 16 31 Xpression Products, Inc.

40 EAPA EXCHANGE JUNE 1991 These findings are subject to inter- activity isbusiness-to-business sales.) used by many EAPvendors, wasfourth, pretationand relate d ifferently to firms According to the cumulative sur- with 7.9% of total budget. with national, regional and local ser- veyfindings, the most prevalent mar- Data were also broken down by vice areas, but the findings can carry ketingactivity was direct mail, which size of sales force (i.e., 1 to 100; 101 to over to the marketing of EAP services. comprised 32.7% of marketing bud- 500, and over 500). For companies A national EAP fi rm,for instance, might gets, on average. Specialized trade with sales forces of 1 to 100, the cat- interpret these data to mean that its media followed with 18.0%. Direc- egory where most if not all EAP ven- advertising investment is better made torieswas third with 13.1 % of budget. dors fall, the numbers did not signifi- in industry publications, such as pub- Exhibits and trade shows, a strategy cantlydifferfromthecumulativetotal~~ lications that target trucking or phar- maceutical companies, as opposed to general business publications or daily newspapers. For a local or regional EAP firm, the data can be interpreted differently. Because most localities are likely to have an inadequate base to support specialized business publications, a local EAP firm might find it better to invest in metropolitan or regional business publications, such as Crain's ♦Portrays realistic workplace ♦Empowers managers to stop orthe Business-Times~ournal—which situations enabling and take corrective are read almostexclusively by business ♦ Identifies the gray areas of action managers—than in newspapers, which enabling and performance issues on the manager's role in audi- ♦Focuses are usually for a more general the gap between an employee's recovery ence. (in the former case, the EAP ♦Bridges advertisement is trying to influence managers and the EAi' nearly 100% of readers, while in the latter case it may be only 10% of Getting Off the Hook ► readers.) Managing Employees with In addition to the study's cumula- Alcohol or Other Drug Problems tiveratings, additional information was tabu lated on "cost per contact," shown Color, 25 minutes. Videocassette: in chart 2. The data show that spe- $495. Preview: $35.Order #V414 cialized business publications reach 3 c~.. k audiences very economically. ~ -' ~._k These data appear to be corrobo- rated by asurvey conducted by Frankel 1 Getting Back on 'I~-ac & Company, a marketing services Management's Role in company. Frankel conducted a sur- Early Recovery vey in 1990 to ascertain companies' 3 Videocassette: actual business-to-business marketing Color, 25 minutes. communications budgets, broken $495. Preview: $35.Order #V415 down by activity. (The findings were generated from a study conducted with *Included with each video is a free Facilitator's Guide that contains 100 marketing executives from divi- Self-tests and reproducible Participant's Information Sheets. sions of companies whose principal

Chart 2 Supervisors and Managers as Enablers by Brenda Blair, M.B.A. Cost Per Contact Order#P116,$1.50.SpamshEdidon:Order#P116SP,$2.25 ,,,,,y..„,.,,.,,,.~o„n,,~. Enabling in the Workplace ~~'~~~ Sales cal I ...... $240.0O Order #P001,$3.50 ~r'., ~ ,. Trade shows ...... 137.50 The Supervisor's Role in Early :f ~ ~ Telemarketing ...... 23.25 Recovery by Brenda Blair, M.B.A. °~ Business letter ...... 10.26 Order #P126,$2.75 General business magazines ...... :...... 1.21 Direct mail ...... 0.73 Specialized business puk~lication5 ...... 0.15

JUNE 1991 EAPA EXCHANGE 41 FINANCIAL REPORT EAPA Sets Budget for 1992 EAPA's new fiscal year will begin activities. A business must make a process begins with a form that is sent on July 1, 1991. The budget profit in order to grow and meet its to all board members(regional repre- (printed on the bottom of this customers' needs and remain a viable sentatives and committee chairper- page), approved by the EAPA Board of resource of new information and serv- sons) and the staff. This form asks for Directors this spring, will be in effect ices for old and new customers. In detailed financial and timeline infor- at that time. membership associations, the mem- mation and description of proposed There are' several. key issues to bers are the customers. new projects, services and programs understanding EAPA's finances, in- An association such as EAPA, Inc. or the continuation of projects, serv- cludinghow the budget is developed, is a business. It must make a profit in icesand programs. The information is what happens to excess revenues at order to continue to meet its members' then compiled by staff and formatted the end of a fiscal year and the need for needs, provide educational meetings to show the total income and ex- the association to maintain cash re- and material for an ever changing penses listed on these forms to fulfill serves (savings). The intention of this profession and provide the necessary these requests as submitted. Since it is article is to address these issues and to public policy representation to pro- highly unlikely that the income and inform you, the members, as to how tect and in some circumstances regu- expenses will come out even, the staff your association functions,financially. late its members' professional status. then analyzes the requests in more EAPA Treasurer, Pat Patrick, and the detail and suggests priorities to con- Finance,Committee began this educa- CASH RESERVES (SAVINGS) form with strategic plans and assos- tional .process with the article about ciation policies. This information is the budgeting procedures which ap- Cash reserves or savings area neces- submitted to the treasurer and finance peared in the March issue of the Ex- sity for the association. These savings committee for their review and ap- change. help the association expand services proval. and programs without always raising If more information is needed, the BACKGROUND INFORMATION thecostofinembershipduesand prod- board or staff member is contacted ucts. These savings also help associa- and requested to provided the needed EAPA, lnc. (formerly ALMACA) was tions when "lean" times occur with- information. granted tax exemption status in 1980 outdisruption or cutting back of serv- In some cases, expenses can be under the 501 C Section ofthe Internal ices to its members. trimmed in order to fit the budget, RevenueServicetaxcode. This means delay of some portion of the project be the entire project that any income earned from dues, BUDGET DEVELOPMENT may proposed, and seminar registration fees and other PROCESS may be delayed,or the project maybe sources relating to the purpose of EAPA dropped because it is no longer needed is exempt from Federal Tax. The tax EAPA`s yearly budget is developed by or viable to the membership. The two code does allow 501(c)(3) organiza- the executive director and accounting ma}or deciding factors are the needs tions to make profits and maintain staff with the guidance of EAPA`s of the members and available fund- surplus funds (savings} from these Treasurerandfinancecommittee. The ing. The staff then takes this information and reworks it until a balanced Approved EAPA Budget for Fiscal Year 1991-92 budget is developed. After final ap- Income Categories: In Doffars Pct. Of Expense Categories: In Do{lars Pct. Of provai by the finance committee, the Budget Budget EAPA Treasurer submits it ko the Board Membership Dues ....$804,850 ...... 38.46% Administration ...... $512,668 ...... 24.61 °!o Annual Meeting ...... $645,000 ...... 30.96% Annual Meeting ...... $420,422 ...... 20.18% of Directors. The Board may make Publications & Certification ...... $274,654 ...... 13.19°!0 changes in the proposed budget. Only Printed Materials ...... $57,500 ...... 2.76% Committee Projects ..$142,824 ...... 6.93% when the Board approves the budget Contributions District Meetings ...... $58,051 ...... 2.79°fo does the association have an official (General) ...... :...... $50,000 ...... 2.40% Publications ...... $38,2x0 ...... 1.90% ...... 5.52% Advertising ...... $115,000 Resource Center ...... $46,7A1 ...... 2.31 °!o budget for the.fiscal year which starts Mailing Lists ...... $45,000 ...... 2.16% EAP Association on )uly 1st. District Conferences ...$10,000 ...... 57°10 Exchange ...... $224,065 ...... 10.76% EAPA's policy for developing the Legislative Conference $19,500 ...... 94% fund Raising ...... $2,942 ...... 14% Certification Membership & budget has always been conservative. Program ...... $291,7 75 ...... 7 3.98% Chapter Serv~ces.....$154,330 ...... 7.20% This has allowed EAPA to remain Liability Insurance ,...... $1,500 ,...... 07% EAPA Promotion/ prepared for any possible trends and Interest ...... $33,500 ...... 1.61 Media Services...... $54,237 ...... 2.60% Miscellaneous ...... $16,000 ...... 57°l0 Public Policy ...... $153,851 ...... 7.39°!0 to make necessary adjustments. At the completion of the yearly Total Income ...... $2,083,025 ....100.00°l0 Total Expenses .....,.$2,083,025 ....100.00°/a audit for fiscal year 1989-1990, the

Q2 EAPA EXCHANGE JUNE 1991 and equipment purchases/leases and maintenance, postage, phone services, etc. • Committee Projects - salaries & benefits for staffing 11 committee projects which include Standards, Benefits, Research, Education &Train- ing, etc., travel, printing, postage, etc. • District Meetings - salaries & benefits,travel, shippingandpostage, phone services, supplies, etc. • Publications - salaries &benefits, supplies, printing, writer's fees, postage, phone service, etc. • Resource Center - salaries & benefits, postage, printing ©ing, supplies, subscriptions, dues, purchase of new publications, phone services, etc. auditorconfirmed oursurplusoffunds, The income and expense catego- • Exchange Magazine - salaries & most of which were earned as a result ries are listed in two ways. The first benefits, printing and composition, of the national conference coming in shows the actual dol lar figures and the postage, phone service, supplies and under budgeted expense and wel I over percentage, and the second shows bar travel. budgeted income figures. graphs of the dollar amounts for in- • Fund Raising - salaries &benefits, This surplus allowed EAPA to in- comeand expenses. EAPA hopes this postage, phone service and supplies. crease funding for the Standards, will give the members a better under- • Membership &Chapter Services - Managed Health Care and Research standing of the budget. Since the salaries & benefits, development, Journal projects sothese projects could income categories are self-explana- supplies, printing, postage, phone proceed without delay. It also al- tory, we have listed the major compo- service, and travel. lowed EAPA to build up the cash re- nents of only the expense categories. • Promotion/Media Services -salaries servesfor both the association and the They are as follows: & benefits, travel, advertising, wire re-certification by exam. • Administration -salaries &benefits, services/press releases, postage, phone It appears EAPA wi I I experience an- rent, staff and board travel, postage, service, and supplies. othersurplus offunds atthe end of this phone service, rent, equipment pur- • Public Policy - salaries &benefits, fiscal year, again due to the increased chases/leases and maintenance, legal Legal Action Center, travel, postage, income from the national conference. and accounting services, printing, phone service, supplies, publications, This brings up the issue of conference supplies, etc. Legislative Conference, printing, pub- income, as you can see from the ad- • Annual Meeting - salaries & bene- lications and subscriptions. joining figures and graph, the confer- fits, printing, travel, hotel and food This information has been provided ence accounts for 1/3 of the associa- functions, entertainment, exhibit hall to help you,as EAPA members,achieve tion's total income. The conference and decorator fees, speaker fees, etc. a better understanding of the financial income is the second highest revenue • Certification - salaries &benefits, workings of the association and how generating category the association travel and meeting expenses for com- the EAPA Board of Directors allocates has, there is less than 8% difference missioners, legal and accounting the spending of your dues and other between that and membership dues. services, printing, rent, test fees, office sources of income. C~ This is a rather precarious position for EAPA. During the last two years the conference has generated a majority of the surplus, but it can also generate a deficit for the association just as easily due to circumstances beyond our control such as bad weather, hotel or airline strikes, cut-back in travel funds for participants, etc.

FISCAL YEAR 1991-92 BUDGET This year EAPA is publ ishingthe budget which was recently passed bythe EAPA Board of Directors. (The audited financial statementforFiscal Year 1990- 91 ending June 30, 1991 will be published in the Fall as has been done in the past.)

JUNE 199"I EAPA EXCHANGE 43 •~ ~~► COIN THE CROWD American Express, AT&T, Chrysler, Ford, General Motors, r Grumman, PepsiCo, and The Procter &Gamble Company •the ~~ States of Georgia, New Mexico and Rhode Island, and the cities r of New York, Philadelphia, Boston, Denver and Columbus (OH), and school boards throughout Florida •the Universities of t ~ r California, Minnesota, North Carolina and others •grocery \~ workers, nurses, computer technicians, hotel workers, sheet ~~ metal workers, electricians, bus drivers, warehousemen and ~~ • ~' laborers •and about 3 million other employees all agree:

~1 ~ ~ ~ LEGAL PLANS ARE GOOD FOR EMPLOYEES AND THE BOTTOM LINE! .~ ~~ ~ t • .~ ~~~ Legal plans provide personal legal help when the need arises. ~~ Employees can use the telephone to reach an attorney for fast answers or an evaluation of their legal problem. Further legal % ~' ~ i~ ~. work can be paid by the employee or covered by a legal insurance plan. ~~~ t~ ~ ~+ We offer our legal plans at surprisingly low prices, through flex plans, payroll deduction plans, collective bargaining, company- paid plans and employee assistance programs. • ~v' ~ ~r~/ ~ ~, f~ ~ ~~ ~ ~ ~~ ~' ~v . ~ i• ~ ~ 1L~W1 ri ~r~o Advisory Cmnmunications Systems,Iuc. 4501 Forbes Boulevard, Lanham, MD 20706 i-aoo-s3~-1lag ~ ~ ~ r)~~ 0 1991 Advisory Communications Sysiems, Inc. The appearance of any registered trademarks or service 1~• -.J marks above does not necessarily imply any affiliation with ACS. i~ " ~~

Nonprofit Organization U.S. POSTAGE PAID Arlington, Virginia • ASSOCIATION Permit No. 125 Employee Assistance Professionals Association 4601 N. Fairfax Drive Suite 1001 Arlington, VA 22203

Dr. Jodi Jacobson Frey University of Maryland 410-706-3607