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How Employee Assistance Program
(EAP) Functions / Services
and Health Care (HC) / Managed Care (MC) Laws (a)
Relate |
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BELOW are EAP core
technology functions and EAP-related services
that should not be covered by HC/MC laws.(a) |
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EAPs that provide the
services in the shaded boxes BELOW may be covered by HC/MC laws. |
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Family/Medical
Leave Act (FMLA)
Child/Elder Care Services |
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Substance Abuse
Professional (SAP) Services |
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| Return-to-Duty
Assistance |
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| Critical
Incident/Stress Management |
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Health Care
Services*
Clinical Evaluation
Clinical Diagnosis
Psychological Counseling
Chemical Dependency /
Mental Health Treatment
*EAP personnel
providing above-listed services can expect to be subject to
clinical licensure laws. |
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Legal / Financial
Referral |
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EAP Core Technology
Functions are:
| #1
Consultation with, training of, and assistance to work
organization leadership (managers, supervisors, and union
stweards) seeking to manage the troubled employee, enhance
the work environment, and improve employee job
performance; and, outreach to and education of employees
and their family members about availability of EAP
services.
#2 Confidential and timely
problem identification / assessment services for employee
clients with personal concerns that may affect job
performance.
#3 Use of constructive
confrontation, motivation, and short-term intervention
with employee clients to address problems that affect job
performance. |
#4
Referral of employee clients for diagnosis, treatment, and
assistance, plus case monitoring and follow-up services.
#5 Consultation to work
organizations in establishing and maintaining effective
relations with treatment and other service providers and
in managing provider contracts.
#6 Consultation to work
organizations to encourage availability of and employee
access to health benefits covering medical and behavioral
problems, including, but not limited to, alcoholism, drug
abuse, and mental and emotional disorders.
#7 Identification of the
effects of EAP services on the work organization and
individual job performance. |
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The presence
of the EAP core technology is essential to EAPs |
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Outplacement /
Retirement |
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Managed Care
Services*
*EAPs that are
contracted with third parties may be covered; EAPs that are part
of HMOs/MCOs can expect to be covered. |
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Welfare-to- Work
Programs |
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Americans with
Disabilities Act (ADA) Teams |
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NOTES
1. Unless an EAP is part of an
HC/MC plan or is providing clinical treatment, its services are
not paid for by prepaid, individual-based health insurance; work
organizations pay for EAP services either in-house or by
contract with external EAP providers.
2. EAPs are designed to address
workplace productivity issues; EAP services, unless otherwise
designated, should not be considered employee health or welfare
benefits. |
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Conflict
Management / Violence Prevention / Threat Assessment Teams |
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Drug Free
Workplace (DFWP) |
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