Replacing a vertically integrated EAP, in the shadow of a large insurance firm, with an independent, freestanding EAP leaves no doubt about conflicts of interest or about the quality of care being provided to your new corporate recruits and current associates. Like fast computers, full body massages, and a hug from your kid, until you've experienced a free-standing EAP, you'll think your firm is doing just fine!
(PRWEB) July 20, 2005 -- Employee Assistance Program (EAP), once a phrase describing assistance with alcohol and drug problems, has taken on new meaning in the twenty-first century.
Today, the best EAP firms offer: 1) expanded programs and benefits including health risk-reduction coaching; 2) expert account managers who "partner" with Human Resources and provide useful information and consultation to address HR challenges; and 3) innovative, productivity enhancing solutions for challenged employees and their families.
For example, one particular type of firm, the "freestanding EAP," has saved Fortune 500 firms significantly in operational expenses. This is accomplished by remaining independent from insurance firms and avoiding any conflict of interest regarding continuity of care and payment issues.
"A freestanding EAP can measurably reduce overall benefit plan cost and simultaneously increase the quality of care to clients," says James Alterman, MA, MBA, a trained clinical psychotherapist and a national EAP marketing executive.
In contrast to vertically integrated EAPs, that often own the provider networks receiving their referrals, the "freestanding EAP" never collects payments from employees or from the insurance plan. One such firm has demonstrated a 93 percent client resolution-rate at the EAP-level. This means 7 percent or fewer clients are referred into their insurance plan with significant cost savings. ROI with this kind of program is 4 to 1 or greater.
James says he feels fortunate in his position as sales executive for a top nationally established, EAP organization that promotes mental and physical wellness with "customized care packages," as James describes them. His firm was built from the ground up 28 years ago to meet the challenge of quality employees taking time away from work to solve personal problems. These problems ranged from substance-dependence to family-related challenges or emotionally difficult situations. For more solutions call an EAP guru at 866-my-guru-1.
Jim emphasizes that innovation is key. This means your EAP should be continually analyzing and evaluating your needs and the needs of its customer-base. This should result in ongoing innovation and program enhancement. Premium EAPs constantly "re-tool" and modify their offerings to meet customer needs and conform their services to an evolving market and ever changing workplace culture.
For example, today's effective EAP will provide professional account managers who manage the entire business and consultation relationship. Comprehensive, freestanding EAP services help with recruitment, retention, morale and productivity.
A prime directive is to "keep employees productive" by offering a full range of consulting services for management and supervisors as well as counseling services.
Managers are given expert consultation and support when faced with having to conduct employee interventions for productivity issues. In these cases the EAP consultant and the supervisor work together to solve problems.
Firms that integrate EAP and insurance typically do not have experienced Certified Employee Assistance Professionals (CEAPs) providing account management. This makes problem-solving less efficient and less effective.
Picture a situation where a work group member or leader begins to disrupt the workplace by churning through personal problems on the business phone at work. Negative emotions are expressed and work piles-up. Other employees "have to take up the slack." This condition can be demoralizing to the rest of the work team, in short order. Problems like the one above, absenteeism, poor motivation or communication challenges are issues that can positively be impacted by a professional, freestanding EAP, as experienced account managers coach managers, step-by-step, to problem resolution.
A premium, freestanding EAP should be a "behavioral solution provider" and a "risk management tool." It protects a company's largest and most valuable investment, its people, while lowering risk and liability.
Full service programs impact cost on multiple levels, by delivering innovative services like health risk assessments (HRAs) and wellness coaching, highly effective counseling and account management with a personal touch. A sound investment: Ideally, savvy HR and Operations executives will choose a high-quality, free-standing (architecturally clean), and innovative EAPs with a proven track record. Get an EAP guru on the phone by dialing 866-MY-GURU-1.
At the highest quality, freestanding EAPs, family and teamwork attitudes pervade the atmosphere and characterize the culture. This winds-up being "transferable technology" and it benefits clients and workplaces, alike. Alterman explains: "This is what my organization offers. It's so refreshing to feel true customer service running through the veins of your own organization and, consequently, everybody wins."
If more clinically complex assistance is required, i.e., long-term care beyond the scope of the EAP, a premium provider can still help. Case management and gatekeeper services eliminate wasted healthcare expenditures and ensure employees are directed to the best and most cost effective solution. "It's the right provider being chosen the first time! When you think it through, it's really like money in the bank."
Alterman concludes: "We don't make products you can drive around the block. Our entire offering is person-to-person solutions underpinned by a caring attitude. Both people and organizations benefit." At 866-My-GURU-1, someone can give you a customized vision of A truly unique EAP experience for your most valuable asset, your associates at every level of your firm.
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