email page to a friendHow to Choose an EAP Provider
In Summary
Mental health EAP models are as different and varied as the organizations that offer them. Any service will have all or some of the components of the six models mentioned above.
The differences are based on how an organization wants to best manage workplace mental health, work life balance, employee engagement and retention.
The key dilemma for an organization is deciding between front-end prevention and pro-active employee services or employee disability management and health care cost containment.
Proactive versus reactive. Which is better?
At Source Line we believe that employee engagement, creativity and collective synthesized social capital are the real products of successful organizations in the 21st century.
We believe an investment in prevention and proactive mental health services and programs for employees yields, by far, the largest ROI for your organization.
"Based on the success of our initial program from both the company and union perspective we expanded our connection with Source Line so that today they provide services to our five main companies across Canada... The onsite component at our manufacturing facilities has led to more preventative interventions with staff and has given a high profile to the service. Our utilization rates are higher but we have come to understand this to mean preventative work is being done."
Vice President, Human Resources, Unilever Canada
An Integrated Program
The best way to get the most return (ROI) for your organization's investment is to ensure that your Mental Health/EAP is integrated with your workplace policies and procedures, regarding absenteeism, alcohol or other drug use, violence and work-life balance.
Companies that address Mental Health problems save money in other related costs such as absenteeism, grievances, short-term disability "STD" and long-term disability "LTD" costs, lost employee creativity and general organizational malaise.