Post EAP Assessment Guidelines

POST EAP ASSESSMENT PROTOCOL

Suggested procedure provided by Connections Inc. EAP, Phone: 800-779-6125, www.connectionseap.com

DRUG/ALCOHOL and OTHER BEHAVIORAL HEALTH TREATMENT SERVICES BEYOND EAP ASSESSMENT

Once treatment is initiated, the EAP assessment phase is ended.  Except in specific “Extended Care” EAP agreements, where Connections contracts a case management service over and above the “EAP Plus”, Connections’ services are limited to completing and reporting the assessment. In the interest of continuity and keeping people from “slipping through the cracks” we suggest that the employer have a well defined, documented protocol to follow when formal referrals are the result in ongoing treatment.

A. THE EMPLOYEE CURRENTLY IN TREATMENT.

  1. Follow your internal written policy regarding returning to work once treatment is initiated. The employee should understand that he/she must sign a release of information at the agency providing treatment.  Releases of confidential medical information must be specific.   The EAP release usually applies only to the EAP evaluation. Once treatment has begun as a result of evaluation, the employer should require the employee in rehabilitation treatment to sign a release at the rehabilitation facility, releasing, at a minimum, weekly reports that the employee is meeting the ongoing treatment goals and maintaining a chemical free life style.
  2. When applicable, check with your company attorney about when you can initiate further (drug tests) to insure the employee’s drug-free status. State laws and your employer policies vary regarding when “post-treatment” or “during treatment” drug screens are permissible.

B. INSURING A CHEMICAL FREE LIFESTYLE, POST-TREATMENT.

Because the disease of addiction (including alcoholism) is very incapacitating, it is important to provide support to the employee returning to work. Caring and concern must be paired with accountability if we are to truly be helpful.

  1. Employers in most states can conduct drug or alcohol testing of employees after return to work. Again follow your company’s written policy and consult your attorney for the details of your state’s regulations.
  2. Most drug and alcohol rehabilitation agencies and staff can provide employers with reasonable expectations and behaviors which will promote the employees success in maintaining a chemical free lifestyle. These recommendations include expectations such as:
    1. Attendance at a prescribed number of 12 step groups each week.
    2. A post-treatment appointment schedule with a rehabilitation treatment counselor.
    3. Post-treatment chemical screens. Dialogue with the rehabilitation treatment staff regarding your written policies about the frequency and duration of the schedule of post-treatment chemical screens is strongly advised.
  3. The employer should establish treatment and post-treatment compliance verification. Communication with the rehabilitation provider or chairperson of 12 step or other support groups is crucial. Due to the manipulative nature of some behavioral health problems, this communication should always be independent of the employee in question. It should be conducted and documented by a designated leadership person or the HR department within the management team.
  4. Sample employer communication to verify treatment compliance:

    Dear Treatment Staff,

    Our Employee, ______________________ reports you are providing a treatment or healthcare program. He has committed to releasing his participation information to his employer. Please verify our employee is:

    Fully participating in the program recommended in the EAP assessment (Yes/No)

    Meeting treatment goals (Yes/No)