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• W164415590 abstract "1Employee Assistance Programs: Then, Now, and in the FuturePaul Steele, Ph.D.Associate Professor of Sociology and Senior Research AssociateUniversity of New MexicoIntroductionEmployee Assistance Programs (EAPs) are “job-based programs operating within a workorganization for the purposes of identifying ‘troubled employees,’ motivating them to resolve theirtroubles, and providing access to counseling or treatment for those employees who need theseservices.” (Sonnenstuhl and Trice, 1990: 1). EAPs have evolved, in response to influences withinand outside the workplace, into a diverse set of service groups with distinctive structures andservices. The purpose of this paper is to discuss the emergence and maturation of modern EAPs,discuss their current characteristics, and speculate about their development in the foreseeable future.Special emphasis is given to the impact of managed care on these programs. Evolution of EAPsThe most direct and influential antecedent to EAPs were industrial alcoholism programs (Blum, 1988;Steele, 1989; Trice and Schonbrunn, 1981; Steele and Trice, 1995). Many authors have describedvariou s stages and key events in the development of EAPs. For the purposes of this paper, thehistorical evolution of EAPs can be divided into four periods, as illustrated in Figure I. As notedthere, early occupational alcohol programs (1940-1970) were often initiated and staffed by recoveringalcoholics, with the support of medical departments. They were most likely to occur in large,industrial firms. These programs relied on co-worker and supervisor referrals, based largely onsymptoms of suspected alcohol misuse. Program staff often provided personal support andcounseling, and made referrals to Alcoholics Anonymous chapters. Early programs developedformally and informally within the workplace, and were often kept a secret, for fear of damaging thecompany’s public image (Steele, 1989; Trice and Schonbrunn, 1981).As Employee Assistance Programs developed from the 1970s onward, they were broadened from analcohol-exclusive focus to addressing any personal or family concern (Roman, 1981). Sources ofreferrals shifted from supervisors, based on job-performance criteria, to self-referrals for concerns ofwhich supervisors and managers might be completely unaware. Interventions moved outside of theworkplace with the emergence of professional residential behavioral health services (and theconcurrent development of health insurance coverage to defray costs of treatment). However,increased treatment costs have contributed to shifts in treatment approaches, including outpatientcare. Also, in-house short-term EAP counseling has re-emerged as a means to avoid using workplacegroup health benefits. The knowledge base of EAP staff has shifted over time from those with personal experience withsuccessfully coping with behavioral problems, to those trained by government agencies (Steele,1989). With the rise of professionalism in the EAP field, more staff had formal baccalaureate andgraduate level training in social work, psychology, counseling and related disciplines, and receivedcredentials in EAP work from two related professional associations (Steele and Trice, 1995). With" @default.
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• W164415590 title "Employee Assistance Programs: Then, Now, and in the Future" @default.
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