Go Ahead ... Ask

Even if your organization is not required to offer assistance for employees, having an identified helping resource is an excellent tool to have in your drug-free workplace (DFWP) program — from a proactive and reactive position. When your employees have access to a helping resource, they can proactively take care of issues before they show up on the job! Having an identified resource also makes your job easier if and when you need to refer an employee for assistance because they violated your DFWP program.

Each level of the Ohio BWC’s Drug-Free Safety Program (DFSP) stresses the importance of letting your employees know you are committed to helping them with a substance misuse problem. Employers enrolled at the Advanced level, however, are required to refer an employee for an alcohol/drug assessment (and subsequent treatment, if applicable) after testing positive. Employers at that level are also required to pay for the initial assessment. (Refer to page 12 of BWC’s Drug-Free Safety Program Guide for more information.)

Here are a couple options to consider when identifying an assistance provider. Each has an appropriate place depending on your company’s objectives and resources. Bottom line? You want to be sure you are aligned with a provider who

• uses credentialed or licensed alcohol/drug professionals to provide assessments and needed treatment services, and
• is willing and able to communicate with you about your employee’s readiness to be on the job

Employee Assistance Program (EAP)
Let’s face it, alcohol and other drug issues aren’t the only problems impacting the workplace. A traditional EAP is an employer-sponsored program designed to alleviate workplace issues due to substance use disorders, but also to address problems related to mental health, relationships or finances, and other workplace-impacting issues. Their role is to serve both the employer and the employee.

For the employee — Typically, the employee (and their family members) have access to a contracted number of sessions — per problem per year – with a counselor. During these sessions, the EAP will conduct an assessment, provide brief counseling, and/or refer the employee to additional services if they have a problem that requires more in-depth treatment.

For the employer — EAPs help manage this process for the employer, including researching benefits, providing status reports and return-to-duty recommendations.

Pricing for EAP services is either based on a per employee/per year charge or fee-for-service.

For more information, check out this free resource: The Role and Value of Employee Assistance Programs.

Public and Private Community Providers
Your community likely has both publicly-funded and private resources that offer alcohol/drug assessments and treatment. In Ohio, for example, the Ohio Department of Mental Health and Addiction Services has a database full of public resources.  Also, consider contacting your health insurance provider for a list of private resources available on your plan.

Fees for these services are typically billed directly to the employee, but with public providers (i.e., those supported by tax dollars), fees may be based on the employees’ ability to pay.

Because public and private providers primarily service the person (versus the employer), it may be challenging to get proactive and regular reports – especially since you’re not paying for it.

After you’ve made your selection, consider posting contact information on the break room bulletin board, in monthly newsletters, or a home mailing. Your helping resources will only help if your employees know about them and are encouraged to use them!

Need help selecting a specific provider? Reach out to Working Partners® at 614.337.8200 or Mail@WorkingPartners.