What should you look for when selecting an Employee Assistance program? Well, that depends on who you are. EAPs are not all the same. One size does not fit all. Before comparing employee assistance programs, carefully assess your organization’s needs.
This week, Monday, January 22nd, through Sunday, January 28th, is National Drug and Alcohol Facts Week. While the media is full of gloomy and disturbing reports about the use of heroin and opioids having reached epidemic proportions, there is some good news.
Compared to other benefits, an EAP is inexpensive. So, brokers may add a free EAP to the benefit bundle as a bonus to the purchasing employer. Similarly, some insurers will combine an EAP with their medical, dental, disability or worker’s compensation plans as an incentive to buy. Purchase one of the major plans and get the EAP included. The employer is pleased because now there is no need to look for an EAP or pay for an additional program. Good deal? Maybe not…
Did you know that experts say it takes 21 days to break an old habit and form a new healthier habit? If you’ve tried and failed at a New Year’s resolution, you can try again using the help of the suggestions below:
The 2016 SHRM Employee Benefits report indicates that 77% of employers surveyed offer an EAP. According to the U.S. Department of Labor (2010), for every dollar invested in an EAP, employers save anywhere from $5 to $16.
Mental health issues now are the leading cause of illness in the workplace. A study conducted by the American Institute of Stress in 2014 showed that job pressure was the leading cause of stress in the U.S.
Like many parents, you may have felt relatively successful at parenting until the onset of your child's adolescence. Suddenly, the child who shared your interests and accepted your ideas now declares that, "You're completely out of it and don't understand anything about their life."