EAPs initially focused on alcoholism as the defining problem. Individuals who were believed to be highly trained supervisors, performed EAP's early intervention functions. Many times the trained supervisors came from the general workers" population and they received no degree of formalized schooling. Early EAPs were headed by recovering employees who brought their fervor for redemption back to the worksite (Masi, 1984). .
EAP supervisors employed the use of interventions to intercede of the behalf of struggling workers. Interventions were used to work through the denial of an alcohol problem that was "apparent" to co-workers and supervisors. Many functioning alcoholic workers who did not exhibit work-related problems were never identified by this mean (Gerstein et. al, 1990). Consequently, the EAP counselors were unable to address throngs of employees with alcohol-related problems. .
EAP referrals were dichotomous in nature. Anonymous self-referrals that represent individual help seeking and formal documented referrals that represent supervisory implementation of policy-driven social control were the thrust behind EAP referrals (French et al. 1997). That is, EAP referrals were self-referred or at the behest of supervisors who perceived that employees needed to be reigned in by social policies.
During the 1970s EAPs then evolved into a "broad-brush" approach versus the antiquated concept of alcohol only (Stern, 1990). The broad-brush approach had EAPs shifting out of the worksite and their services began to be provided by external vendors (Stern, 1990). The broad-brush approach contained assessment and referral and short-term counseling services for employees, which was bolstered by management referrals, employee education and organizational development (Patricelli & Lee, 1996).
Typically, EAPs would staff an employee ratio of one counselor for every 3000 employees. This would vary according to the range of intervention services offered by the EAP.
Drug Testing Beneficial or Costly? Researchers have found adults over the age of 18, who reported current illicit drug use, 77% percent are employed, either full or part-time. (Drug-Free 1) Drug testing helps prevent drug abuse in the workplace. Regular drug testing proves to have more benef...
Other more serious repercussions are depression, alcohol and drug abuse, marital and financial problems, compulsive eating disorders, and employee burnout (Carey). ... "The basic outline of the social contract, as it has emerged during the past several years, calls for workers to commit their best contributions and greatest energies to the job in return for interesting work, respectful treatment, developmental opportunities, and an environment that responds to individual needs. ...
An example of a non-profit treatment facility is the Phoenix House, the country's largest non-profit organization dedicated to the treatment and prevention of substance abuse. ... At Hazelden, alcohol and substance abuse counselors make up an integral part of the treatment delivery team which also includes clergy, psychiatrists, wellness and fitness professionals, and nutritionists among others. ... HCRS staff members screen, evaluate and provide alcohol and substance abuse counseling services for clients with alcohol or drug abuse and addiction problems. ... California leads the countr...
Drug-testing advocates claim that drug and alcohol abuse is responsible for high employee absentee rates; and according to drug testing laws, employers may be liable for the negligence of an employee under the influence of drugs or alcohol. They may also be liable for ignoring the results of any drug testing and negligently hiring an employee with a history of abusing drugs or alcohol. All of these factors give employers incentives to engage in drug testing their job applicants and current employees for illegal drugs or alcohol. ... Employee Assistance Programs (EAP) helps people facing e...
Drugs and Athletes Drugs have been a problem in our society for many years. They have been used and abused by many groups, including professional athletes. It is certainly quite common to hear about or read about athletes and drug use. Although drugs have a lengthy history of use by athletes, they h...
Drugs and Athletes Drugs have been a problem in our society for many years. They have been used and abused by many groups, including professional athletes. It is certainly quite common to hear about or read about athletes and drug use. Although drugs have a lengthy history of use by athletes, they...
Drugs and Athletes Drugs and Athletes Drugs have been a problem in our society for many years. They have been used and abused by many groups, including professional athletes. It is certainly quite common to hear about or read about athletes and drug use. Although drugs have a lengthy history o...
Research has also explored behavioral predictors of employee theft indicating that individuals involved in employee theft are likely to be involved in other deviant behaviors such as alcohol, and/or drug abuse, and/or gambling (Hollinger & Clark;, 1983). ... Employee Theft at the Social Level At this level, theft may be viewed as: (1) a behavioral response to unfair treatment by one's manager or other organizational representatives or the perceived violation of one's psychological contract with the company, or (2) compliance with informal group norms. ... Procedural justice refers n...
Persistent symptoms that do not respond to treatment such as headaches, chronic pain, constipation, digestive disorders. 7. ... She shares her story on overcoming this illness and the treatments she used to recover from depression. ... She began psychotherapy and medications for the treatment of manic depression (Robotham 4). ... However, some black women did seek treatment for depression in earlier days. ... They assume it was a mood that one could get over or do something external to change the mood they was in, like "go to church, get a man, buy a new outfit, or consume alcohol" to calm...
