Maybe We Should Be Talking about "EAP Theory"

The EAP Core Technology describes the elements of what constitutes an effective Employee Assistance Program. EAPs have been around long enough that they have established specific ways of operating that are almost universally accepted. That's because they work. Many of these "understandings" and "ways of doing things" are not recognized absolutes, but they are almost universally practiced by EAP core technologists (EA professionals practicing within the spirit and intent of the EAP core technology.) This is an important discussion because these ways of doing things consistently make the EAP core technology practicable. Many are passed from one EA professional to the next, without any other rationale except for "this is how it's done."

This discussion of why EAPs work and how they work in concert with the core technology is really a discusson of EAP theory. For example, the idea that a trouble employee with job performance problems can't be helped by the supervisor, and cannot help him or herself (because of illness and its consequent affect on insight and the ability of the employee to self-diagnose) dictates that a supervisor referral to the EAP will work in almost every circumstance where is properly employed. But it has to be done a specific way, or it will fail in almost every instance. This specific way is not relugated to a "Theory and Operations Manual".

In this instance, the choice of accepting a supervisor referral, or accepting appropriate and legitimate disciplinary action, almost always drives the employee--no matter what level of denial--to visit the EAP with the hope of "escaping" the less preferred alternative. It is there that the EA professional will act on behalf of the employee's well-being and that of the organization. This process only works with EAPs. No other occupation within the workplace can be, or ever has been assigned this unique role. It only first emerged in the late sixties, discovered by the late occupational alcoholism pioneer Lewis Presnall. (Who also established this mechanism very successfully within the occupatonal alcoholism program at the U.S. Central Intelligence Agency which had at one time one of the highest self-referral rates of occupational alcoholism I have ever observed.)

This application of leverage and use of a helping resource, combined with skills of a helping professional obligated to the employer, that also produces a motivated employee with a severe personal problem only operates within the EAP core technology. This is "EAP Theory" in practice. Consider the definition of theory from Webster's.

"THEORY" -- the branch of a science or art that deals with its principles or methods, as distinguished from its practice. A particular conception or view of something to be done or of the method of doing it; a system of rules or principles."

These rules and principles are found scattered throughout the EAP literature, but there is no "book" on these principles. Old timers know them by heart. If ever such a collection of principles and practices is produced, it may--may--serve the purpose of shining a brighter light on many non-effective EAP paradigms that, in part, keep EAPs from becoming a household word they should be by now.

Drive EAP Utlization Up with the Smallest Things

It sounds simple, but one of the best ways to get word-of-mouth publicity and build credibility fast for your EAP is to return phone calls to potential employee clients and supervisors quickly. Instant gratification is what people want. (Yes, it’s tough, I know.) The 21st century is the era of high-level customer service, and customers have expectations that are no less for EAPs. But how do you respond quickly when you are so busy doing more with less? Here are a few ideas from EAPs in the trenches: 1) Leave appointment times in your return messages for your callers to select. It will reduce telephone tagging. They’ll call back with a chosen time. Place a star in your appointment book to indicate the times you gave out so you don’t fill them with other clients. 2) Unless it is an emergency, develop the habit of returning voicemail messages in the order that you receive them--first in, first out. Don’t mentally categorize messages into several layers of importance. You’ll reduce your stress by having stored 40 voicemails, later having to go back and search like a madman for the one you want. 3) If you promised a client to do research on some issue, like searching for a special topic 12-step group--after a day or two, call the client to update your progress. Don’t keep a client wondering, even if you have no information yet. This is tantamount to a waitress in a restaurant walking past you because they aren't ready to serve you. It's the acknowledgement you want, not the food.

FMLA EXPANDED TODAY - DID YOU HEAR?

The Department of Labor says the FMLA is expanded immediately (1-28-2008) as a result of President' Bush's signing of the Defense Authorization Act (H.R. 4986). Specifically the FMLA will now cover eligible employees, allowing them to take job protected family medical leave due to exigencies (anything that is urgent that calls employee away from work due to the absence of another family member on military duty) or to care for a family member who was injured while serving in the military. Contact the Department of Labor. The Office of Personnel Managment is drafting the language governing the ruling as this is being posted.

FMLA Leave for Alcoholism - When Treatment Starts

The doctor of an alcoholic employee argued that his patient was due FMLA leave from the time he took off work to phone his doctor and arrange an assessment to enter treatment. Treatment admission took a couple of days. Was he drunk or in withdrawal? It may not matter, FMLA leave was denied for any days prior to the admission date. The feds meant to say that treatment for alcoholism begins upon entry in to treatment or the day treatment begins. What was the patient's condition during those two days? How functional would he have been at work? Good questions. Will this discourage people from getting help if they wake up in the morning and can't be admitted at the time they are motivated with a hangover? The symptoms of alcoholism, and the dynamics that force a person with the disease to enter treatment are unique for this drug addiction or any other. The courts still aren't seeing alcoholism for the complex illness it is, it seems.

Read about it here!

Workers Comp for the Effects of Horrible Knowledge

Lincoln, Nebraska. A proposed new law in the State of Nebraska will allow first responders to obtain workers' compensation for posttraumatic stress resulting from their witnessing criminal acts that are so traumatizing as to create "mental effects."

Proactive EAPs in Nebraska should use this window of opportunity to discuss the helpful role they play, or could better play, in mitigating the effects of horrible knowledge by being available to employees who are affected by trauma.

This proposed law will begin a community dialog on how to help first responders. EAPs should move quickly to position themselves as best able to respond to these needs. Why? CISM requires peer debriefers of course, but mental health professionals also participate in CISDs.

Afterwards and beforehand mental health professionals play consultative roles in helping guide and support CISM programs. They know the culture wherein first responders work. And this provides an unmatched ability to help the first responder because the nuances of the organizational context are known and incorporated into the helping process.

The sooner CISM is started, the better its outcome. Emergency services can use EAPs to help employees and reduce the costs of workers comp, employee turnover, and lost time just name a few. The link below explains more:

http://www.kptm.com/Global/story.asp?S=7767686&nav=menu606_2

UK Cites EAPs as a Key to Reducing Absenteeism

Wow. I must have been clairvoyant a couple days ago because the HRZONE.COM, a Web site in Great Britain, cited EAPs as a major player in reducing long-term absenteeism. I picked up the story while researching Workers' Compensation news reports.

See this link: http://www.hrzone.co.uk/cgi-bin/item.cgi?id=178065

Print the study. It's not a bad one to have in your marketing arsenal.

I released the 2008 EAPTOOLS.COM Catalog. Did you get it? If not, send
me an e-mail at publisher@eaptools.com, and I'll pop one in the mail to you along with a gift certificate.

Drunk, Injured, and Fully Qualified for Workers Compensation

In many states, if you get injured on the job and your drunk or using drugs, it is assumed that your injury is a direct result of your being intoxicated or under the influence. Hence, no workers' compensation. Well, South Dakota has a whole new reason to fire up its efforts to get EAPs in every workplace.

You see, the State tried to reverse this doctrine, but the legislature didn't go for it. It said "NO!" When you're drunk on the job in South Dakota and get injured, you still get workers' compensation. Being intoxicated is not relevant, unless the employer can prove it was the direct cause of your injury. You don't have to prove that the drinking or drug use was not the cause of your injury. It's assumed. The State of South Dakota tried to reverse this rule and make injured employees prove the drug or alcohol use were not the cause their injury.

Link to the article: http://www.kxmb.com/News/197227.asp

It is still the burden of the employer to prove that the employee's alcohol or drug use was the cause of the accident. If they can't prove that a drunk or drugging employee's behavior caused the injury (that can be tough) then the Workers' Compensation still pays.

Ouch! So, what is the solution. The answer lies in having decent EAP services with strong core technology integration (integration in my book means integrated within the organization's system, not an EAP mixed with an insurance product) that provide tons of supervisor training and good supervisor referral procedures. Drug testing? Well, what about the alcoholic with a .00 BAL who is hungover and shaking and at greater risk in withdrawal than if was at a comfortable .15 BAL? His belligerence is the gateway to intervention, not intoxication. He won't look, act, or possibly smell intoxicated. In fact he may be the most well-liked, compentent and socially accepted employee in the company unless he's not drinking! Business and industry is still not getting the EAP message. They got the managed care message. The EAP message is still asleep. Or those in control of the EAP message are asleep at the switch. That's us. Me. You. EAPA.

Why are we still talking about these basic issues of EAP theory and the core technology? Why is South Dakota--today--not in the headlines with a massive effort to get EAPs into every business in the State? The rate of alcoholism in the workplace there is enormous because it has a high native American population with biogenetic susceptibility to addictive disease.

Stay tuned to this blog. I am going to discuss new frontiers of the core technology and unexplored galaxies of EAP opportunity. Ever here of something called EAP Behavioral Risk Mapping? Stay tuned.