Why Employee Assistance Programs Choose BriteLife
The BriteLife model of care is to make clients comfortable while at the same time treating them aggressively to achieve as much as possible in the time available. In fact, all clients in the program are at a residential level of care. There’s 24-hour nursing supervision, doctors, and fully licensed and certified therapists for intensive therapy. Clients receive treatment for co-occurring disorders along with addiction treatment. The psychiatry expertise of the staff heavily influences the philosophy of the program, which offers a full range of care at each location, with an extensive aftercare, alumni, and discharge planning approach.
A one-on-one approach to addiction recovery is at the heart of BriteLife’s philosophy, and its key to the success of the program. Individual therapy can give patients tools they need to restore their lives and resume their careers.
Get Help for Your Employee with Employee Assistance Programs (EAPs)
It has long been understood that substance use has a negative impact on work productivity and increases absenteeism and health problems. In reaction to the performance and efficiency loss caused by alcohol, employee assistance programs were founded in the 1940s. Initially founded as occupational alcohol treatment programs, EAPs have grown as employers realized that alcohol was not the only thing adversely impacting workers’ productivity.
By the 1950s, EAPs were expanded to include mental health services, and in the 1970s, EAPs were implemented for all federal agencies. The 1980s saw healthcare cuts and scaling back of EAPs, limiting the availability and effectiveness of these vital programs. In more modern times, these essential services have increased again. The attacks on 9/11 further altered the face of EAPs due to the expanded demand for post-traumatic stress disorder (PTSD) services. Programs started to include emergency planning and trauma support.
Today, many companies have employee assistance programs in place that offer services for the following issues:
- Mental health
- Substance use disorder
- Marital difficulties
- Legal issues
- Childcare struggles
- Disaster relief
- Senior care
According to the National Institute on Drug Abuse (NIDA), employee assistance programs offer treatment and short-term assistance for people needing help with substance use disorder. They can deliver resources to further therapy opportunities that can improve workplace productivity and employee attendance.
EAP's Offer Confidential Help
Employees can be assured that these services exist or that they are completely confidential. Employers do not have access to personal information regarding employees who use EAP services. They may ask for statistics on the services, but this information is broad and not specific to any employee.
Employee assistance programs are entirely private there are laws in place protecting the privacy of people using services for substance abuse. These records cannot be disclosed without the permission of the employee. Therefore, the employee’s job is secured.
EAP services may also provide help transitioning back to work after an absence for addiction treatment programs or services. Companies may have specific rules regarding their EAP and confidentiality. Employees are encouraged to inquire with their human resources department directly to find out more.
EAP's Covers the Entire Family
Employee assistance programs are open to family members of employees who are covered under the same health insurance plan. EAPs may also be offered by health insurers as a corresponding feature of their behavioral healthcare services. EAP services are open to all employees. The services are available via telephone or online, and a program may provide in person counseling. Employees can contact their EAP 24/7. When contacting the EAP supplier, usually all an employee will need to use is the name of the company and their corresponding social security number. Employees do not need to inform their employers that they are contacting the EAP.