More than ever, organizations need to recognize whether their EAP is a trusted business partner or a simple benefit commodity
New York (PRWEB) February 27, 2008
The advent of managed care has cheapened many of America’s employee assistance programs, in both costs and in the services they offer. Today’s employers have two models of EAPs to choose from—the strategic model or the benefits-driven model—and making the wrong choice can have serious business consequences.
That’s the theme of a new white paper from Corporate Counseling Associates (CCA), a provider of human capital consulting, EAP and work/life services. “EAPs: Commodity or Workforce Investment?” is authored by Robert Levy, president of CCA, and examines the hallmarks of a strategic EAP as well as the pitfalls of what he terms a “gatekeeper” model.
“More than ever, organizations need to recognize whether their EAP is a trusted business partner or a simple benefit commodity,” says Levy. “A consultative program shows its true value when disasters and workplace calamities strike, but it’s equally important to have a firm that can handle everyday employee problems such as mental illness, behavioral issues, or substance abuse.”
The complimentary report can be downloaded by visiting CCA’s Web site at: http://www.corporatecounseling.com/channels/news/WhitePapers.htm
While EAPs originated in the 1950’s and 1960’s as a tool for addressing occupational alcohol problems, the rise of managed care has transformed employee assistance programs into a healthcare benefit, away from their core value of aiding employee performance. Many providers have been shifted to regional call centers, despite the fact that millions of employees suffer from workplace impediments.
Even though consultative EAP services cost less than $30 per person to provide, many employers continue to focus more on prices than productivity gains. To that end, the CCA paper also examines the costs of untreated employee problems, including substance abuse, obesity, depression and other mental illnesses. It also traces the history and evolution of EAPs to give context to the current environment.
“The best employee assistance programs provide a unique business advantage by combining an expertise in human behavior with a deep knowledge of workforce dynamics,” notes Levy. “If all an EAP offers is a commoditized benefit, it’s hard to see the value.”
About Corporate Counseling Associates
Corporate Counseling Associates (CCA) started in 1984 with a passion for helping people, and remains committed to helping companies get the most from their workforce. CCA reduces business risk triggered by people issues. CCA’s key service offerings include EAP, Work/Life & Risk Mitigation, Learning and Organization Development and Human Capital Consulting.
With more than 23 years of experience, CCA brings a full-time staff of industrial and clinical psychologists, social workers and counseling professionals to solve human capital-based business problems. CCA employs flexibility, agility and creative thinking to deliver high-impact performance results. For more information, call (212) 686-6827 or visit http://www.corporatecounseling.com.
Georgia Critsimilios, Corporate Counseling Associates
Elrond Lawrence, Fisher Vista for CCA
This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company