EAP Best Practices

EASNA serves as a trade association to guide and promote best practices within the employee assistance industry. Through research, professional collaboration, promotion of standards, and stakeholder engagement, EASNA is prepared to target those employee assistance services and practices that promote customer health, safety and productivity within the workplace.

Under the mission and purview of the Professional Practices Committee, EASNA offers best practices documents on a variety of topics impacting today’s workplace. The best practices documents listed below, and the discussions that can be generated for each topic, are intended to represent expert standards and perspective that represent best practices in the industry.

We assert that “best practices” evolve based upon research and the collective benefit of professional perspective. To that end, we encourage you to read the articles and offer your perspective in the comments section located at the end of each article. The Professional Practices Committee will review our comments for suitability and appropriateness to the topic. These moderated comments will be periodically posted to the article. We encourage you to check back on a periodic basis to read the ideas and perspectives that you and your peers have shared.

Topics:

  • Fitness for Duty Evaluations
  • Screening & Brief Intervention for Risky Drinking

    • Screening and Brief Intervention of Risky Drinking

    September 30th, 2011

    The Employee Assistance profession largely came into existence as a result of the impact that alcohol use was having on the workplace. Over time, while EA services have increased awareness and impact of alcohol use and abuse in the workplace, the fact remains that alcohol use concerns tend to be under-reported by clients, and is not being sufficiently assessed when clients call their EAP for services. Alcohol use concerns comprise less than 10% of the issues assessed at

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    Posted in Screening & Brief Intervention for Risky Drinking

    Fitness for Duty Evaluations

    September 19th, 2011

    1. EAP professionals know the important differences between psychological evaluations performed for treatment purposes and forensic psychological Fitness for Duty/Violence Risk Assessments.  An assessment for treatment is to give, recommend or coordinate employee medical/psychological health care.  In providing these services, healthcare professionals establish a doctor/patient alliance.  In contrast, psychological Fitness for Duty/Violence Risk Assessments are primarily to help employers make managerial decisions, based in part on employee psychological status.  These evaluations should be performed following forensic standards and satisfy demands of

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    Posted in Fitness for Duty Evaluations