EMPLOYER EDUCATION TOOLS

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1 EMPLOYER EDUCATION TOOLS BEST IN CLASS EAPs SHOULD; 1. Encourage strong utilization a. Onsite presence whenever possible b. Marketing materials made available and refreshed often c. Strong focus on work/life and legal/financial issues to help de-stigmatize the traditional EAP perception and increase utilization of all services d. Greater coordination with the organization, health/disease and disability programs to enhance quality of life and reduce overall health spend 2. Offer at least three sessions which are available face to face or telephonically a. Services are available early morning, in the evenings, and on weekends b. Chat services as well as therapy services are optional for members 3. Calls answered 24/7 in a dedicated call center setting (for a large contract) a. Masters trained call center representatives who are trained in Motivational Interviewing that allows them to move beyond the callers identified need to offer other appropriate services. (such as legal/financial/worklife/substance abuse) 4. Provides real time dashboard data to the employer that includes a. Utilization of counseling services b. Nature of the calls coming in c. Outcomes data that focuses on workplace outcomes such as engagement and productivity 5. The ability to share EAP encounter data with other benefit vendors such as PBM, Medical TPAs, and a Decision Support Vendor. 6. Collect outcome data on EAP encounters using a tool such as the no cost Workplace Outcomes Suite Tool (located at or comparable, research validated tool. 7. Clearly defined measurements related to utilization (Is utilization defined by phone call, website hits, face to face contacts, management consults, or a combination of all of these areas?) a. Because strong EAP utilization is linked to better outcomes and decreased overall costs for the employer, employer should consider incentivizing EAP vendor to hit certain utilization targets. Historically, EAP vendors have benefited from low utilization as this has resulted in higher profit margins. This issue should be addressed head on by employers. 8. EAP would serve as a consulting organization to create a best practice workplace substance abuse policy. a. EAP would access and case manage substance abuse issues. b. EAP would be a key component of client s after care plan which would include a signed contract between client and EAP. c. EAP vendor would receive PBM data and be able to reach out directly to employees who may be dealing with substance abuse issues as detected in PBM records (pharmacy shopping, multiple pain medications at high dosages over a long period of time, etc.) The Answers Above Are From John Allen, LCSW, CEAP, Director of Behavioral Health Services at the State of Tennessee

2 SUBSTANCE ABUSE: ASK THE RIGHT QUESTIONS TO YOUR EAP How involved should an EAP be in the individual s treatment and subsequent recovery? It would be preferable for the EAP to be fully involved in the individual s treatment process from assessment through discharge. Ideally, the EAP would partner with the company and the treatment center to be included as part of the individual s discharge plan from the treatment facility. Should there be return-to-work agreements overseen by the EAP? What would those requirements look like (examples)? An EAP has two clients. One is the individual employee needing help, the other is the company with the focus on getting the individual back to being a productive member of the workforce. These would normally be handled through a Supervisor Referral process where there are releases of information put into place so the EAP can report back to the company with recommendations and the employee s compliance to following those recommendations. Should the EAP require aftercare attendance for substance abusers and be alerted by the facility/ treatment center if the employee isn t holding up their end of the agreement? It would be set up through a Supervisor Referral, with the treatment center making sure they include EAP follow-up as part of the employee s aftercare program. Ultimately, that referral would be set up from the onset, with the treatment center giving the EAP progress updates throughout the treatment process. The EAP would monitor aftercare participation and report back to the company regarding compliance. For a self-insured company, should they allow the EAP to have leverage to ensure the employee gets the appropriate level of behavioral health care as determined by the EAP? If so, what would that benefit oversight look like? The EAP should be aware of the company s culture and particular policies or benefits pertaining to behavioral health benefits. Do you like to help your customers craft their workplace substance use/abuse policy? The EAP can provide consultation and coaching as the company develops a multitude of policies, including substance abuse and subsequent treatment expectations and process. Those policies might include development of Workplace Violence, Sexual Harassment, Employee Code of Conduct, and other policies that focus on employee behavior or performance expectations and consequences. THE ANSWERS ABOVE ARE FROM DOUG WENRICH, LMFT, CEAP, MANAGER OF EAP SERVICES AT HUMANA/LIFESYNCH EAP.

3 DRUG FREE WORKPLACE DRUG SCREENING ACCORDING TO NBCH S AN EMPLOYER S GUIDE TO SUBSTANCE ABUSE, A COMPREHENSIVE EMPLOYER SUBSTANCE ABUSE PROGRAM SHOULD INCLUDE: A workplace substance abuse education component. Confidential screening by an EAP or health professional. Treatment referrals to an EAP or health professional. Confidential follow-up care to support individuals in recovery. WORKPLACE SOLUTIONS FOR PREVENTION AND TREATMENT OF SUBSTANCE ABUSE Implement drug-free workplace and other written substance abuse policies. Publicize drug-free workplace policies and reiterate that use of alcohol or drugs is never permitted in the workplace. Communicate information about the health risks of alcohol and drug use through company websites and health and wellness initiatives. Educate employees about the health and productivity hazards of drinking excessively and using illicit substances through company wellness programs, Employee Assistance Programs and Work/Life programs. Incorporate substance abuse information in workplace wellness strategies, such as learning about good nutrition, exercise, seat belt use, etc. Offer health benefits that provide comprehensive coverage for substance use disorders, including aftercare and counseling. Ensure that company wellness programs, Employee Assistance Programs and Work/Life programs provide education, screening and follow-up services for employees drug and alcohol problems. Respect employees privacy. Employers may not know who among their employees is in recovery from alcohol or drug abuse. If company officials have this information, however, they must recognize and appreciate the delicate balance between wanting to help, and respecting an employee s need and desire for privacy. One key component to having a drug free workplace is making sure to test potential employees on the front end before they begin working. This drug test panel on the right is comprehensive in 2014 but is something that needs to be revisited over the years as drugs continue to develop. There is no need to waste money testing for drugs that are no longer of any relevance.

4 DRUG FREE WORKPLACE NAS In the past decade Tennesseans have seen nearly a ten-fold rise in babies born with Neonatal Abstinence Syndrome (NAS). This is a direct result from the prescription drug epidemic we are facing, and it is affecting babies that should be entering this world healthy and instead are having withdrawals. This is due to the fact that the newborns are exposed in utero to medications or illicit drugs used during the pregnancy. After the baby is born, it goes through withdrawal. NAS is most prevalent in East Tennessee as can be seen by the charts developed by the Tennessee Department of Health. A staggering fact is that 76 percent of babies born with NAS come from the areas on the map numbered: 1, 2, 3, 4, and 14. That is 28 percent of all live births in Tennessee, in 2013, 64 percent of all NAS cases in Tennessee were in the Eastern Region (2). Infants born with NAS stay in the hospital longer and are at risk for severe medical and social problems throughout their life. Additionally, a newborn with NAS on average costs $62,973 compared to a newborn not suffering from withdrawals due to NAS that on average costs $7,258. In 2013 from January to October, NAS in Tennessee cost the State $41,562,180 for 660 newborns. These statistics are extremely alarming, not to mention the economic impact it has on our State and employers.

5 EMPLOYER EDUCATION TOOLS SUBSTANCE ABUSE POLICY In 2008 Tennesseans lost $142.9 million in lost productivity due to prescription drug abuse. In 2013, adjusted for inflation, that number would look more like $155.2 million. These numbers should without a doubt tell why you should have a substance abuse policy in place. Putting a written substance abuse policy in place is a great step towards implementing a drug-free workplace initiative, and would likely include the following: Purpose and objectives of the program. Definition of substance abuse. Who is covered by the policy and/or program. Under what circumstances will drug or alcohol testing be conducted. Employee rights to confidentiality. Educational opportunities for employees about substance abuse (e.g., a substance-free awareness program). Employee and supervisor training in identifying impaired behavior and other signs of substance abuse. Outline of how to deal with impaired workers. Provisions for assisting chronic substance abusers. Possible disciplinary actions. In the following pages you will find an example of an employer policy for drug and alcohol abuse. Feel free to reference this document in conjunction with your own policy.

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