We recognize communication and awareness of issues and solutions are vital to achieving our mission, so we are pleased to share stories of our client's successes and experiences.
FROM AN EAP CLIENT
The EAP provided by the Workplace Prevention Services program of Peer Assistance Services has been extremely beneficial for our business. It offered a variety of services and was a great resource for our staff and leadership team. We've taken advantage of several services offered, including team building, stress relief and one-on-one counseling sessions. On several occasions I used our EAP with various aspects of human resource issues that occurred requiring a more strategic approach, including issues related to sexual harassment in the workplace. It was critical when dealing with such a sensitive matter to ensure there was absolute confidentiality. The EAP offered a safe outlet to express my concerns and deal with the matter professionally, and also in accordance with our company's policy. The EAP also allowed us to delineate boundaries with our staff and at the same time, improve efficiency, because we were able to refer our employees to the EAP rather than using valuable company time to work through personal matters. The benefits have been great, and we value the opportunity to work with Peer Assistance Services.
FROM A BUSINESS WHO RECEIVED ORGANIZATIONAL SUPPORT
As a non-profit, our organization's budget doesn't always allow for as much staff training as we would like. I'm so grateful that I connected with Peer Assistance Services, Inc. and their Workplace Prevention Services program to help us fill that void—and at no cost to us. In the last three months, Peer Assistance Services, Inc. has delivered compassion fatigue training to our staff and clinical volunteers and emotional intelligence training to our staff.
The feedback I received about those sessions was very positive. "I thought the trainer was great and I enjoyed discussing the topic. Wish we had lots more time to talk and just soak it up," was one comment I received. As the next step, we have scheduled a supervisory training session and are developing a plan to carry us forward from there.
I couldn't be more pleased with the quality of training and the level of service and partnership with Peer Assistance Services, Inc. has provided us each step of the way. From evaluating our training needs to putting together relevant learning opportunities for our organization, everyone at Peer Assistance Services, Inc. has been at the top of their game. I recommend this organization and its team without reservation.
FROM AN ORGANIZATION WE COLLABORATED WITH TO INSTITUTE SBIRT SERVICES WITHIN THEIR EAP
SBIRT and EAPs: prevention for life
By Randi C. Wood, LCSW, DCSW, CEAP, Director of Colorado State Employee Assistance Program
The Colorado State Employee Assistance Program (C-SEAP) provides a full range of employee assistance services to Colorado's state government workforce, including counseling, referral, management consultation, crisis intervention, facilitation, mediation, workshops and organizational development. In consultation with the Colorado Business Group on Health and SBIRT Colorado, C-SEAP screens all clients presenting for counseling services to better recognize and assist employees coping with substance abuse and depression. The goal is to identify employees engaging in risky substance use early to stop progression to more serious use, and to increase the likelihood that those at risk for depression or suffering from untreated depression will receive essential support and treatment.
From July 1, 2009 through December 31, 2009, C-SEAP provided services for 5,400 people. Of the 1,230 individuals seen for personal or work-related counseling, 791 were new cases, opened on or after July 1, 2009. On December 31, 2009, C-SEAP completed six months of screening. The results were:
• 26% screened positive for alcohol
• 56% screened positive for depression
• 17% screened positive for tobacco
• 3% screened positive for drugs other than those required for medical reasons
All positive pre-screens were followed by C-SEAP staff using evidence-based screening instruments to determine level of risk; motivational interviewing to assist clients in taking the necessary steps toward positive behavior change; and short-term counseling or referral. The screening tools used were AUDIT for alcohol use, DAST-10 for drug use and PHQ-9 for depression. For positive tobacco screens, C-SEAP advised users to quit smoking, assessed willingness to quit, and provided behavioral coaching and/or referral to the Colorado QuitLine.
One of the primary goals of an EAP is to help the employer avoid and reduce costs associated with problematic workplace behaviors often associated with health concerns. Substance abuse and mental health issues cost U.S. employers an estimated $80 to $100 billion in indirect costs alone. When employees abuse alcohol or other drugs or live with untreated depression, productivity, safety and morale are impacted; healthcare costs rise; and consequences to individuals and families can be devastating. Prevention and early intervention provide the best avenues for tackling this growing concern.
Here are some ways EAPs can make a difference
1. Teach employees about substance abuse and depression through awareness and prevention training, and let them know where and how to access the EAP.
2. Teach supervisors and managers how to recognize signs of substance abuse and depression, and how to refer employees to the EAP for confidential assistance. Help them understand that loss of concentration, poor decision-making, lack of follow through, errors, breakdowns in communication, conflict and other costly behaviors can be associated with substance abuse and mental health problems.
3. Teach supervisors and managers to address performance issues directly, respectfully and honestly.
4. Educate decision makers about the impact of substance use and depression on the workplace, particularly with today's do-more-with-less mandates.
5. Give employers options for promoting a healthy and drug-free workplace.
6. Communicate with physicians. Help them assist employees by sharing pertinent clinical information when we make a referral—”with releases, of course. Make sure physicians know about the EAP as a resource for employees.
7. Create opportunities for employees to participate in meaningful conversations through their EAP. Foster conversations that will help prevent injury, disease or more severe disorders.
8. Screen everyone who walks in the door.
Years ago, helping professionals were taught the job was always the last to go—”people could hide addictions and mental health problems at work for decades, and very little could be done about it except to deal with severe cases through disciplinary measures and expensive treatment. Today, the message is changing to one of prevention: through awareness, education and employee resources like EAPs, employers can create working environments that recognize employees as human beings who sometimes need help, embrace effective prevention programs and understand the connection between employee health and behavior, and the bottom line. C-SEAP is committed to screening, brief intervention and referral to treatment for substance abuse and depression—on a permanent basis. I invite other EAPs to join us in doing what works.
FOR INFORMATION
DENVER 303.369.0039 TOLL-FREE 866.369.0039
To request information, technical assistance or to schedule a presentation: WorkplaceInfo@peerassist.org
FUNDING
Workplace Prevention Services: Colorado Department of Human Services, Division of Behavioral Health
Drug-Free Workplace: Paul D. Coverdell Drug-Free Workplace Program, U.S. Small Business Administration
FROM AN EAP CLIENT
The EAP provided by the Workplace Prevention Services program of Peer Assistance Services has been extremely beneficial for our business. It offered a variety of services and was a great resource for our staff and leadership team. We've taken advantage of several services offered, including team building, stress relief and one-on-one counseling sessions. On several occasions I used our EAP with various aspects of human resource issues that occurred requiring a more strategic approach, including issues related to sexual harassment in the workplace. It was critical when dealing with such a sensitive matter to ensure there was absolute confidentiality. The EAP offered a safe outlet to express my concerns and deal with the matter professionally, and also in accordance with our company's policy. The EAP also allowed us to delineate boundaries with our staff and at the same time, improve efficiency, because we were able to refer our employees to the EAP rather than using valuable company time to work through personal matters. The benefits have been great, and we value the opportunity to work with Peer Assistance Services.
FROM A BUSINESS WHO RECEIVED ORGANIZATIONAL SUPPORT
As a non-profit, our organization's budget doesn't always allow for as much staff training as we would like. I'm so grateful that I connected with Peer Assistance Services, Inc. and their Workplace Prevention Services program to help us fill that void—and at no cost to us. In the last three months, Peer Assistance Services, Inc. has delivered compassion fatigue training to our staff and clinical volunteers and emotional intelligence training to our staff.
The feedback I received about those sessions was very positive. "I thought the trainer was great and I enjoyed discussing the topic. Wish we had lots more time to talk and just soak it up," was one comment I received. As the next step, we have scheduled a supervisory training session and are developing a plan to carry us forward from there.
I couldn't be more pleased with the quality of training and the level of service and partnership with Peer Assistance Services, Inc. has provided us each step of the way. From evaluating our training needs to putting together relevant learning opportunities for our organization, everyone at Peer Assistance Services, Inc. has been at the top of their game. I recommend this organization and its team without reservation.
FROM AN ORGANIZATION WE COLLABORATED WITH TO INSTITUTE SBIRT SERVICES WITHIN THEIR EAP
SBIRT and EAPs: prevention for life
By Randi C. Wood, LCSW, DCSW, CEAP, Director of Colorado State Employee Assistance Program
The Colorado State Employee Assistance Program (C-SEAP) provides a full range of employee assistance services to Colorado's state government workforce, including counseling, referral, management consultation, crisis intervention, facilitation, mediation, workshops and organizational development. In consultation with the Colorado Business Group on Health and SBIRT Colorado, C-SEAP screens all clients presenting for counseling services to better recognize and assist employees coping with substance abuse and depression. The goal is to identify employees engaging in risky substance use early to stop progression to more serious use, and to increase the likelihood that those at risk for depression or suffering from untreated depression will receive essential support and treatment.
From July 1, 2009 through December 31, 2009, C-SEAP provided services for 5,400 people. Of the 1,230 individuals seen for personal or work-related counseling, 791 were new cases, opened on or after July 1, 2009. On December 31, 2009, C-SEAP completed six months of screening. The results were:
• 26% screened positive for alcohol
• 56% screened positive for depression
• 17% screened positive for tobacco
• 3% screened positive for drugs other than those required for medical reasons
All positive pre-screens were followed by C-SEAP staff using evidence-based screening instruments to determine level of risk; motivational interviewing to assist clients in taking the necessary steps toward positive behavior change; and short-term counseling or referral. The screening tools used were AUDIT for alcohol use, DAST-10 for drug use and PHQ-9 for depression. For positive tobacco screens, C-SEAP advised users to quit smoking, assessed willingness to quit, and provided behavioral coaching and/or referral to the Colorado QuitLine.
One of the primary goals of an EAP is to help the employer avoid and reduce costs associated with problematic workplace behaviors often associated with health concerns. Substance abuse and mental health issues cost U.S. employers an estimated $80 to $100 billion in indirect costs alone. When employees abuse alcohol or other drugs or live with untreated depression, productivity, safety and morale are impacted; healthcare costs rise; and consequences to individuals and families can be devastating. Prevention and early intervention provide the best avenues for tackling this growing concern.
Here are some ways EAPs can make a difference
1. Teach employees about substance abuse and depression through awareness and prevention training, and let them know where and how to access the EAP.
2. Teach supervisors and managers how to recognize signs of substance abuse and depression, and how to refer employees to the EAP for confidential assistance. Help them understand that loss of concentration, poor decision-making, lack of follow through, errors, breakdowns in communication, conflict and other costly behaviors can be associated with substance abuse and mental health problems.
3. Teach supervisors and managers to address performance issues directly, respectfully and honestly.
4. Educate decision makers about the impact of substance use and depression on the workplace, particularly with today's do-more-with-less mandates.
5. Give employers options for promoting a healthy and drug-free workplace.
6. Communicate with physicians. Help them assist employees by sharing pertinent clinical information when we make a referral—”with releases, of course. Make sure physicians know about the EAP as a resource for employees.
7. Create opportunities for employees to participate in meaningful conversations through their EAP. Foster conversations that will help prevent injury, disease or more severe disorders.
8. Screen everyone who walks in the door.
Years ago, helping professionals were taught the job was always the last to go—”people could hide addictions and mental health problems at work for decades, and very little could be done about it except to deal with severe cases through disciplinary measures and expensive treatment. Today, the message is changing to one of prevention: through awareness, education and employee resources like EAPs, employers can create working environments that recognize employees as human beings who sometimes need help, embrace effective prevention programs and understand the connection between employee health and behavior, and the bottom line. C-SEAP is committed to screening, brief intervention and referral to treatment for substance abuse and depression—on a permanent basis. I invite other EAPs to join us in doing what works.
FOR INFORMATION
DENVER 303.369.0039 TOLL-FREE 866.369.0039
To request information, technical assistance or to schedule a presentation: WorkplaceInfo@peerassist.org
FUNDING
Workplace Prevention Services: Colorado Department of Human Services, Division of Behavioral Health
Drug-Free Workplace: Paul D. Coverdell Drug-Free Workplace Program, U.S. Small Business Administration