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Getting a Seat at The Table:EAPs Adding Value to
Organizations
EAP 2006 Annual World EAP ConferencePresented by
Bill Aldrich, LPC, CEAP, LEAP Susi Willis, MSW, CEAP, LEAP
Joy Thomas, BSN, MS, CEAP, LEAPLaura Gatrell, MA, CEAP, LEAP
• Cracker Barrel Overview
• Internal EAP
Mission Statement:
Cracker Barrel EAP will be the company resource that responds to personal and performance issues, provides management consultation, employee advocacy and delivers outstanding professional services with a “people pleasing” attitude.
Value to Our Customer
• Company Benefit– Reduce Turnover– Training, leadership development, and organizational
effectiveness– Teambuilding initiatives
• Individual Benefit– Counseling– Case management– Consultation
Value to Our Customer
EAPInformation Services
Communication
Benefits
Operations
Organizational Development
Employee Relations
HumanResources
Training &Development
Value to Our Customer
From a cost related perspective:• Case management for disability/sick time in
relation to mental health related illness’• Monitoring appropriate care against
diagnosis• Coordinating with Medical department to
staff cases/ensure confidentiality• Fitness for Duty/ Independent Medical
Exams for complex cases
Value to Our Customer
From a soft dollar perspective:• The EAP program can be the conscious
of the organization, helping to balance the dollar metric driven decision making.
• Bringing such a different voice to the table in an organization filled with engineers who frequently fail to consider the people impact of issues.
Value to Our Customer1. Health System Advantage
Health System
Acute Care Hospitals
Ancillary O/P Services
MCOPhysicians
GroupsFoundations
Business HealthSolutions
Behavioral Services
EAP
Workers’ CompProduct
VocationalRehab
Workplace Training & Cons.
Wellness
Value to Our Customer
2. Partnership Philosophy• Target market – primarily local/regional; some
national• Niche marketing – healthcare; government
programs; union environments; industrial accounts• Organizational assistance – trauma debriefings;
downsizing and other reorganizations; policy development; education/training/consulting
• Staff model – true to core EA services
Value to Our Customer
• Consultation• Intervention• Referrals• Peer Support• Advocacy
Services
Value to Our Customer
1. Confidential peer assistance program- “Lawyers Helping Lawyers.”
2. Supreme Court’s designated monitoring program.
3. Ability to assist in resolving legal/ disciplinary or employment issues where treatable condition is a mitigating factor.
4. May provide alternative to discipline.
5. Funded through lawyers dues.
Success - how did we do it?
• Company Benefit– Influence benefit plan design– Disease management– Leadership and organizational development
• Individual Benefit– Relationship development with business
leaders– Special needs programs
Success Continued…
EAPManagement Consultation
WebsiteCommunication
Managed CareCommunication
Counseling
Disability Management
Crisis Management
Educational Presentations
Coaching &Teambuilding
Store Visits
Success – how did we do it?
Grief at Work program:• Developed from an employee’s loss and
experience• Safety Meeting Presentation to all
employees• Special Effort placed on supervisors role
in employee’s loss• Do’s and Don’ts Suggestions provided to
all
Success Continued…
• Great resources from National Hospice Foundation, AARP, and DuPont’s Lifeworks partner
• The issue effects EVERYONE, so it does have impact
• Increases sensitivity around different practices, customs and rituals
It helps to know where you are going…
Success – how did we do it?
Success Continued…
1. Strategic vision supported by executive team
2. Cross-prospecting sales synergy
3. Customer-first philosophy
Success – how did we do it?
Lawyers respond to other lawyers
Working with Volunteers
Success Continued…
What is Working/ What is Not
What is Not Working
• Company Focus– Wellness Initiatives– Balancing business objectives with individual
focus
• Individual Focus– Securing resources for diverse employee
groups– Managed care challenges
What is Working/What is Not
What is Working
• DuPont has an extreme value for safety• Each area has a monthly safety meeting,
so I use this forum as a place to get to the whole plant
• The Depression Education safety meetings went especially well because I included information about well known people who had struggled with this disease
What is Working Continued
• Educated the groups around the medication challenges the time needed to become effective versus the data the company had around 1st time prescriptions and lack of renewals
• Because the plant is predominately male, I did highlight how males may experience depression different from females
What is Not Working
• Any band-aid attempt, which would primarily be driven by management/site leadership, usually made after a hot issue has not been handled well. Example, How to handle stress presentation after poor staffing decisions that have employees working 12 hour shifts, only 1 day off a week for 2 months straight.
What is Working/What is Not
What is Working
• Maintaining clear vision• Receiving unsolicited business via MCO• Dedicated sales/counselor/customer service and
training teams• Being the only regional EAP endorsed by
Healthcare 21• Staying true the core and then adding more• Adding on wellness and work/life components in
last couple of months
What is Not Working
• Working out website and new enhancement bugs
• Proving financial ROI
• Servicing small groups sold with benefit plans
What is Working/What is Not
• Not a bird-dog for discipline
• Not the drink police
• Highest incidence of chemical dependency and depression of any professional group
• Lowest ranking of any professional group in terms of public opinion.
• Suicide rate that is six times the national average.
What is Not
Future Excitements
• Company Focus– Increased expectations of the managed care
vendor– Leveraging technology– Enhanced Home Office visibility
• Individual Focus– Recruit and develop “top talent” for EAP team– Raising the bar for tomorrow
Future Excitements
Like many other internal EAP’s, we at DuPont are going through a transition of outsourcing the EAP competency from the company rolls. Goal is to maintain a quality program during this change and time of such great uncertainty.
The possibility of having new thinking/ technology is exciting, but still uncertain.
Future Excitements
• Creating ways to serve senior populations
• Enhancing case management services
• Tying wellness incentives into benefit plan designs
– Pulling together the EAP, HR, workers’ comp, hospital system, and benefit system
Future Excitements
• Work Balance- thinking proactively rather than reactively.
• Suicide/Depression CLE education for every member of the Bar.
• Positive Psychology- why do law schools produce pessimistic individuals?
Contact Information
Cracker Barrel EAPBill Aldrich, LPC, CEAP, LEAPManager, Cracker Barrel [email protected]
Cariten Assist EAPJoy Thomas, BSN, MS, CEAP, LEAPDirector of Business Health Solutions, Cariten [email protected]
Dupont EAPSusi Willis, MSW, CEAP, LEAPDupont Employee Assistance [email protected]
Tennessee Lawyer’s Assistance ProgramLaura Gatrell, MA, CEAP, LEAP Assistant Director, TN Lawyers Assistance Program [email protected]
