Chapter 2: The Business Case for the Integration of Employee Assistance,Work-Life and Wellness Services

SUMMARY

Employee assistance programs (EAP), work-life programs and wellness programs are three commonly provided kinds of interventions that have the goals of reducing healthcare costs, improving employee performance and fostering a healthier workplace culture. The integration of these kinds of programs is a recent trend that has the potential to offer additional synergistic benefits. New studies have linked comprehensive delivery services that support human capital needs with bottom-line financial success of the company. This evidence can be used to make the business case for offering EAP, work-life and wellness services in an integrated capacity. However, while promising, the scientific evidence thus far in this area has methodological limitations and there are critical aspects that require further study.     

Chapter 18: Australian Perspectives on the Organizational Integration of Employee Assistance Services

Abstract

This article considers the commonalities and differences between Australian EAPs and their counterparts in the United Kingdom and the U.S.A. The unique characteristics of Australian EAPs are examined, including an account of the approach taken to the integration of EAP services and other employee services such as work-life and wellness. Three case studies illustrate the forms of integration presently being explored in Australia. It is concluded that efforts to engage in the type of “big picture” thinking characteristic of integration are apparent, even though there is little evidence of the type and degree of collaboration seen to be emerging in the U.S.A.     

Chapter 14: Fairview Alive—An Integrated Strategy for Enhancing the Health and Well-Being of Employees

Abstract

This article describes the successful integration between EAP and wellness programs at Fairview Health Services-a program called Fairview Alive.A brief history of integration between EAP and wellness at Fairview is provided including the shared mission these two programs serve at Fairview. Next, this article outlines the Population Health Model on which Fairview Alivewas built, and the specific programs and services provided under each segment of this model. This article then focuses on how Fairview addresses depressionone of their largest cost drivers-in a coordinated effort. Finally, preliminary outcomes from a comprehensive program evaluation, including the impact on medical costs, workers compensation costs and absenteeism costs, are discussed.     

Chapter 16: Integration of Occupational Health Services in the Federal Sector

Abstract

Federal Occupational Health (FOH) is a federal sector model of the integration and collaboration of occupational health (OH) programs that includes on-site health clinics, and environmental health as well as EAP, work-life, and wellness/fitness programs. This article reviews several aspects of integration at various levels of this public health organization.

The broad objectives of occupational health programs are to promote, support, and provide a healthy and productive, highly functioning workforce to the employer. FOH staff has special expertise and knowledge related to federal procedures, regulations and agency culture, as well as the OH disciplines. With its mission to provide occupational health services to federal agencies and federal employees, FOH has the unique opportunity to provide integrated OH services, thereby providing a more comprehensive approach to the occupational health care of the individual employee, as well as a more comprehensive approach to the health and productivity efforts of the federal agencies.

Although we have made strides and engage in continuing efforts to promote integrated programs and care, a number of additional program enhancements are in discussion and/or in process. FOH is a unique entity and the largest provider of comprehensive OH services within the federal government. It has achieved some notable success with the integration of its services across various levels of the organization with different federal organizations. Efforts have been particularly successful in bringing a coordinated response to various crises and emergency situations. With increasing knowledge and data on the benefits of integration, FOH is working to reduce both internal and external organizational barriers to bring integration of services to their maximum potential.     

Chapter 5: Perspectives on the Integration of Employee Assistance and Work-Life Programs

SUMMARY

A recent qualitative study explored perceptions of critical issues and challenges from the point of view of experts and key informants working in diverse roles in the Employee Assistance Program (EAP) field (Sharar & Hertenstein, 2005). One of the central themes that came out of the study is that EAPs have become a type of platform for the expansion of integrated collateral services, chiefly work-life (WL) programs. This paper presents a variety of perceptions and opinions from experts in the EAP field, both pro and con, on the growing convergence of EA and WL programs, including the rationale to integrate, segregate, and concerns regarding the diffusion of traditional and core EAPs. The paper concludes with the authors? perspectives on implications for the EA field, along with the need to find ways to measure if and when integration leads to employee and organizational improvement.     

Chapter 21: A Commentary on the Integration of EAPs

Abstract

This article addresses the notion of integration-past and present. The author discusses his earlier experiences and research in the field when the dominant model of service delivery was occupational alcoholism programs and counselors of the day sought to integrate these programs into the personnel management function as a means of more effectively serving the employee and the employer. This article also reviews the evolution of this earlier model into employee assistance programs and points out the success and continued growth of these programs was the direct result of empirical research that demonstrated the cost-effectiveness of EAPs. The author reminds the reader to be mindful of the need to maintain the core technology ascribed to EAPs as the range of workplace human service programs continues to expand. Lastly, the author reiterates the necessity of empirical research to demonstrate the value of adding of work-life and wellness services to the broadening scope of programs aimed at maximizing human capital.     

Chapter 11: Motorola Drives Strategic Initiatives Through Collaboration and Interdependence

Abstract

This article describes an integrated approach to implementing a wellness program in a corporate setting. Motorola's wellness program is reviewed, including its history, rationale and strategic focus. Successful integration partners are identified, and strategies for integrated programs are outlined. Education, communication and prevention initiatives and program components are discussed, including recommendations and shared learnings for both small and large-scale wellness programs.     

Chapter 3: Health and Productivity Management

SUMMARY

This article focuses on the emergence of Health and Productivity Management (HPM) as a context for understanding the integration of health and wellness into employee assistance and work-life programs. Major factors influencing the growth of HPM are raising medical costs as well as the rising incidence of obesity. The Wake-up Call to Corporate America underscores the need to manage these costs and improve health through the proactive alignment of health-related benefits and programs. HPM is described as an integrated approach to capture direct medical costs as well as the indirect costs associated with poor health and lost productivity. Critical design and implementation features that are likely to contribute to a successful integrated approach are described and highlighted. An HPM case example of a large pharmaceutical company examines a unique cross referral program including considerations for continuous improvement. Finally, the article concludes with key challenges related to marketplace competition, pricing pressures, concerns regarding the sub-optimization of programs and the influence of current health care system changes.     

Chapter 6: University of Arizona Life & Work Connections

SUMMARY

The concept of integration has emerged in recent years as a strategy considered by providers of employee assistance, wellness and work-life services to meet the changing needs of the organizations they serve. There continues to be much discussion, however, about what exactly integration is, and how to do it. Beginning with a definition of integration, this article seeks to contribute to the discussion by describing the University of Arizona (UA) Life & Work Connections, a program that was conceived from its development to be an integrated service model. The theoretical and philosophical backgrounds of the program are presented and translated into the UA Life & Work Connections model. Advantages of the model and challenges to integration are discussed, and a detailed case study of a critical incident response is presented.     

Employee financial wellness programs: Opportunities to promote financial inclusion?

ABSTRACT

Employee financial wellness programs (EFWPs) are a new practice that may promote financial inclusion by making it easier for workers with low- and moderate-incomes (LMI) to access financial services. We examine the strengths and limitations of workplace financial counseling, credit-building services, and small-dollar loans, and describe community collaboration to promote employee financial wellness. Findings suggest that these services are reaching a population that experiences financial exclusion, though evidence is mixed concerning how these services help workers with LMI resolve key financial challenges. Community collaboration focused on employee financial wellness presents opportunities to advocate for higher wages and better benefits.     

Expert Systems

Summary

Expert systems are computer programs which embody the expertise of a human expert in order to consult and advise on a specific problem. It is now becoming feasible to apply expert systems technology to problems in the human services. This article describes what expert systems technology is and how it may be applied in human service practice. Finally, some of the promises and pitfalls of this new technology are addressed.     

Happy Doing Good? How Workers' Career Orientations and Job Satisfaction Relate in Grassroots Human Services

ABSTRACT

Job satisfaction has long been a focus of human services managers and researchers. Yet recent trends in what workers want from their jobs and careers may challenge the current understanding of this important phenomenon. There is limited understanding, in particular, of human services workers' potentially diverse orientations toward their work and how those preferences relate to job satisfaction. These factors are considered using unique data from a population of domestic violence agencies. Results show that newer human services employees report valuing opportunities for entrepreneurialism at work more than their veteran coworkers, while senior staff state stronger preferences for jobs that facilitate work-life balance. Across all employees, a preference for work seen as advancing a social cause is positively linked to job satisfaction, while a desire for job autonomy is negatively related to satisfaction. Finally, the work-life balance preferences only of newer staff are positively related to their satisfaction. The article concludes with a discussion of strategies for managing employees' multidimensional preferences for work.     

Chapter 8: Responding to Deaths of Faculty,Staff and Students at UC,Berkeley

SUMMARY

This article describes an important initiative designed to address the deaths of faculty, staff, and students at the University of California at Berkeley. Work-life and EAP practitioners can play a significant role in reducing the distress and lost work time associated with workplace deaths by helping employers to plan a response to employee and client deaths, and by participating in implementing that response. A model framework is presented to demonstrate the vital need for coordination and integration among many of the employers' programs, services, and activities in order to address deaths.     

Workplace Problems and Needs for Lesbian and Gay Male Employees

Abstract

This article presents research findings pursuant to the problems and needs of lesbian and gay male employees, as perceived from a randomly selected national sample of employee assistance professionals. The research was based on a conceptual model for framing workplace interventions addressing issues of protection, inclusion and equity (PIE) for gay/lesbian employees. Findings indicate that heterosexual employees greatly underestimate the level of discrimination sexual minorities experience; women respondents were more sensitive to gay/ lesbian workplace issues than men; existing EAP and human resource services, programs and policies inadequately address gay/lesbian needs; significant differences exist between heterosexual and gay/lesbian employees' on perceptions of diversity training content and gay/lesbian EAP professionals feel the workplace is only somewhat “safe” for them as sexual minority employees.     

Ethics at Work

ABSTRACT

This study examined the influence on substance use of organizational wellness and of attitudes toward the EAP. We developed the Organizational Wellness Scale (OWS) to assess perceptions of healthy (e.g., respectful) and addictive (e.g., workaholic) work climates. Employees from a municipal organization (N = 780) who scored high on the OWS reported less personal and co-worker substance use and enabling behaviors, and more favorable attitudes towards substance use policies. Results suggest that, beyond the influence of the EAP, work site health may effect both individual and work group substance use. Using the OWS, health service providers could benefit from monitoring die impact of organizational wellness on individual and work group health.     

The Impact of Gender and Status in a University Setting on Importance of EAP Services

ABSTRACT

Employee groups vary in their perceptions of the importance of EAP services. Women value them more than men, and, in a university setting, office and service workers value EAP services more than do administration and faculty.     

Chapter 20: A Social Partnership Approach to Work-Life Balance in the European Union—

Abstract

Over the past number of years there has been considerable focus on the integration of employee assistance and work-life programmes in the United States. A national survey conducted by EAPA, EASNA, and AWLP found there is a trend towards the integration of employee assistance and work-life. Many US providers and multinational companies will seek to extend their EAPs and work-life programmes globally. It is sometimes assumed that the EAPs and work-life models that operate in the US will transfer but this is often not the case. There is a cultural dimension to EAPs and work-life programmes that is often overlooked. The European Union (EU) is involved in the greatest example of integration in recent history and an understanding of the EU and its legal system will assist those providing their services. In the EU, EAPs did not follow the same growth pattern as in the US. Professionals in European countries working with business such as psychologists, social workers, and counsellors did not recognise the need for EAPs as, in their view, programmes to deal with personal problems in the workplace already existed. The concept of work-life is widely known and accepted in many European countries; however, there is little evidence of research specifically on the integration of EAPs and work-life programmes. This article will look at one EU country, Ireland, and outline the history and development of EAPs and work-life and present case studies of Irish companies who have developed work-life programmes.     

Chapter 9: Disaster Consequence Management

SUMMARY

The critical element in a workplace approach to consequence management for disaster, terrorism and other critical incidents is the integrated planning and response across numerous workplace functions including human resources, employee assistance, security and facilities, medical, occupational health, wellness and work-life. These corporate functions ensure the performance, health, safety and human continuity of the workplace. In this model, workplace professionals charged with the human capital and continuity of their organizations play new crucial roles that require an understanding of (1) the integration of mental health into a public health approach for managing the psychological and behavioral implications of terrorism; (2) the integration of operational continuity planning with human continuity resources; and (3) the integration of workplace preparedness into the larger sphere of population health interventions for the 21st century. This new role of workplace health and productivity professionals is necessary to the health and resiliency of our global community and its citizens in the workplace and at home.     

Adult Literacy Education and Community Development

SUMMARY

This article responds to the concern that low-literate community residents often are marginalized in community development processes. They are unable to give voice to their concerns, interests and their vision for their community. Perspectives and approaches in the fields of adult literacy education and community development are explored to determine how adult literacy education might be used to further the goals of community development. While there are parallels between these two disciplines, there are also barriers to overcome if an integrated approach to dealing with community issues is realized. This article reflects an interest in advancing a comprehensive approach to community development in communities with limited economic resources, low-level literacy and limited access. It seeks to address the issue of whether adult literacy education programs have a meaningful role to play in community development. The strengths of participatory approaches such as community-based literacy, and community development principles such as collective action, shared values, participation, social justice, political awareness and action, comprehensiveness, empowerment, and learning and reflection, facilitate an interdisciplinary approach.