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"Your EAP Is Not Just about the Workplace. It's about Life. So are EAPtools.com Newsletters."
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Who's Using EAP Tools?
- Federal Govt Agencies
- ARMY ASAP
- Military
- U.S. Congress
- Fortune 500 Companies
- Private Industry
- Cities and Municipalities
- Universities
- Internal EAPs
- External EAPs
- Non-profit Assoc.
- Foreign Countries
- Hospitals
- Railroads
- School Systems
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<<Prior Strategy Next Strategy>>
Huge EAP Opportunities in
in Workplace Loss
Prevention
Stick a fork in it. The research is done. The solution to reducing
workers’ compensation costs is for the employer to have a plan that addresses
total injury management by reducing or eliminating injuries, reducing or
eliminating lost work days, and reducing or eliminating the inclination of an
injured employee to litigate. It is a total package.
Is your EAP in the
package?
If you’re a good EAP core technologist, you immediately see two
key EAP service areas in the above formula that can play a key role in reducing
workers’ compensation costs.
These two areas of service are 1) helping
to reduce or eliminate lost work days and 2) reducing or eliminating the
readiness to sue. EAPs can play key roles by injecting themselves or having the
work organization inject them into the continuum of loss prevention
measures.
After reading this page, take a look at the following Web site:
www.healthspsych.com
I believe
this Web site is so relevant to the EAP field, and the information within it is
so valuable, that it could revolutionize the EAP field if used properly.
Have you heard of the term “psycho-medical theory”?
This area of
study asserts (with lots of research to back it up) that recovery from physical
injuries and maladies is intimately related to psychosocial factors,
psychological treatment, and related behavioral health matters.
Hmm….
EAPs can help reduce the length of time an employee is out of work
by developing a follow-up relationship with the injured worker.
Of
course, the ability to help prevent injuries by helping troubled employees is
written in EAP stone. For future reference, the useful phrase for describing
cost benefit of this activity is “dollars recovered from loss.”
After an
injury, is there a process within the organization(s) you serve that connects
the injured employee with the EAP? The rationale for ramping up the EAP role and
having an efficient way of doing this is psycho-medical intervention. (If your
employees get FrontLine Employee EAP newsletter, you’ve seen that I periodically
encourage employees to make use of the EAP after they’ve been
injured.)
Part II: Angry employees are at a higher risk to sue employers.
Do you believe that? Of course you do. This is part two in the rationale for
including EAPs as a tactical approach to reducing workers’ compensation costs.
Without trying, EAPs naturally play a major role in promoting goodwill.
The EAP is paid for by the employer, but it is still viewed by the employee as a
safe and trustworthy source of support (if promoted well.)
EAPs have a
significant ability to influence employee feelings about the employer. This
plays a major role in reducing the employer’s exposure to employment practice
lawsuits and the willingness for employees to sue.
Have you ever heard
an employee client in your office threaten to sue the employer? Indeed, EAPs are
sometimes first to hear it and first to intervene to possibly prevent it from
happening. How much is this worth to the employer? Your calculator won’t go that
high. The opportunity to sue combined with anger attracts lawsuits; eliminate
either of those factors, and the likelihood is reduced. Helping employees more
effectively process their anger is a staple of an effective EAP.
There is
much unfinished business for EAPs in helping employees and employers. Soon I
will discuss the 1991 Civil Rights Act and how the EAP field missed the
implications this legislation had (and still has) for the proliferation of EAPs.
This is low-hanging fruit if EAPs want to pick it. Stay
tuned.
Dedicated to Your Effective EAP,
Dan Feerst, LISW-CP,
CEAP
Publisher
1-800-626-4327
Get a couple issues and information about FrontLine Employee here. Cut your newsletter distribution costs 300% in 2008 with more readable content, more frequency, less waste, more effective articles, and get more empowered employees. Remember, I write what you would want to write if only you had the time!
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Daniel A. Feerst,
LISW-CP, CEAP
Publisher
"Call me to preview any product on the Web site. I'll arrange an online preview or send you a temporary link to the full program. No cost. No obligation. Click here to request a preview or ask me a question."
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- Editable
- Web usable
- Written by your peer
- One low price
- Reproducible
- Use the content in existing publications
- Short punchy articles
- Articles that delve deeper
- Targets 12 behavioral risk exposures
- Content-driven by subscribers needs
- Drives EAP utilization up
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