An EAP update: a perspective for the 80s

Article Abstract:

Begun in the 1970s, employee assistance programs (EAPs) are popular; 60 to 70 percent of U.S. companies with 3,000 employees or more offer EAPs and more than 200 EAP provider organizations exist in the U.S. EAPs are often used to pay for psychiatric and substance abuse treatment programs, and the advantages to employers include: ensured employee productivity, reduced health care costs, and maintaining a competitive employee benefits package. Although ensuring productivity is cited as the primary reason for instituting EAPs, employer-paid health care costs have risen dramatically, from $27 billion in 1960 to $234 billion in 1980. Types of EAPs and what to look for when selecting an EAP are discussed. Four forms an EAP can take are described as: lay assessment and referral, professional assessment and referral, open-ended assessment and treatment, and closed-end, full service.

Analysis, Employee alcoholism, Employee assistance programs, Employee counseling

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Businesses and universities must team to stop drug abuse

Article Abstract:

Employee and applicant drug-testing is on the rise. A recent survey of employers by the California State University at Long Beach indicates that 28.2% conduct drug-screening of applicants, and the figure rises significantly regarding future drug-testing plans. The larger the company is, the more likely it is to test. Testing is most common among public utilities, in transportation, in the chemical and aerospace industries, and the petroleum and natural gas industries. Marijuana and cocaine use accounts for most applicant rejection. Alcohol abuse is more difficult to trace.

Statistics, Surveys, Mandatory drug testing, Drug testing, California State University Long Beach

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