Reach Employee Assistance, Inc.

REACH Employee Assistance can provide added value and benefits to your organization by providing a "broad brush" comprehensive hands-on (EAP) Employee Assistance Program. REACH Employee Assistance can help Increase your company's investment, cut costs, and increase quality and productivity.

Improve employee job performance and corporate productivity

Promote Drug, Violence, & Harassment Free Workplace

Reduce turnover, medical, legal and compensation costs

Reduce absenteeism and accidents on the job

Early intervention to reduce health care cost

Increase employee morale

REACH Employee Assistance offers a comprehensive service package with the highest quality of professional services to assist the specific needs of your organization.

Consider the following factors:

Substance Abuse

Up to 40% of industrial fatalities and 47% of industrial injuries can be linked to alcohol consumption and alcoholism.
Source: "Management Perspectives on Alcoholism," by M. Bernstein and J.J. Mahoney, published in Occupational Medicine, (1989).

70% of all current adult illegal drug users are employed.
Source: NIDA Capsules, National Institute on Drug Abuse, (June 1990).

Untreated Depression and Mental Health Issues In The Workplace

In a 1995 seminar on recognizing depression in the workplace, 12.7% of DuPont Company employees said they suffered from anxiety/depression at the beginning of the seminar. After the seminar was presented, 19.8% of the same group said they suffered from anxiety/depression.
Source: "Beyond Stress" by Crystal Simms, EAPA Exchange, (September/October 1996

A 1993 study estimated that the economic burden of depression in 1990 was $44 billion; 55% of that amount was attributed to workplace costs, including absenteeism and reductions in productivity.
Source: Greenberg et al., Journal of Clinical Psychology, (1993).

Data collected for a 1991 study by the D/ART National Worksite Program showed that at the First National Bank of Chicago, 40% of all referrals to the EAP during one year were for depression. At Wells Fargo Bank, 30% of respondents to a survey reported symptoms of depression.
Source: "Depression: Corporate Perspectives and Innovations," by Washington Business Group on Health.

Violence or Threats In The Workplace

Violence in the workplace is caused by a variety of factors, including job stress, job-related conflict, layoffs and firings, alcohol and drug abuse, accessibility of weapons, and domestic problems carried over from the home.
Source: Attorney General Janet Reno in a 1995 presentation to an EAPA conference entitled "Responding to Workplace Critical Incidents."

The occurrence of domestic violence is high and probably underreported with one wife or child in 21 being physically abused 3 to 4 times per year. The greatest problem regarding women, violence, and employment is the response of the organization to violence against women.
Source: "Women at Rick: Crucial Violence Prevention Concerns for Female Employees", by Beverly Younger, LCSW, published in EAPA Exchange, (May 1995).

Culturally Diverse Workforce

Workforces will need to adjust and be sensitive to a culturally diverse make-up of workers as the year 2000 and beyond projections show that 80% of the work force will be composed of non-whites, females, and immigrants.
Source: Minorities 2000: "The Shape of Things to Come," by Marilyn Foxworth-Kern, published in Public Relations Journal, (August 1989).

Work/Family Issues

Nearly three times as many employers offer child care benefits today as in 1988.
Source: Society for Human Resource Management (1992).

"Not only are the elderly, those 65 years old and older, increasing as a percentage of the population but also the eldest portion, those over 85, is increasing faster than any other segment. More and more often we are seeing seventy-year-olds trying to care for their parents, who are in their nineties."
Source: William Benson, Deputy Assistant Secretary of Health and Human Services for Aging at a 1996 conference on "The Aging of America: Issues and Answers."

It Makes Good Business Sense

For every dollar they invest in an EAP, employers generally save anywhere from $5 to $16.
Source: What Works: Workplaces Without Drugs. U.S. Department of Labor, (1990).

General Motors Corporation’s EAP saves the company $37 million per year-$3,700 for each of the 10,000 employees enrolled in the program.
Source: Substance Abuse: A Guide to Workplace Issues. ASIS O.P. Norton Information Resources Center (1990).

United Airlines estimated that it gets a $16.95 return for every dollar invested in employee assistance.
Source: Substance Abuse: A Guide to Workplace Issues. ASIS O.P. Norton Information Resources Center (1990).

The City of Los Angeles Department of Water and Power reported a savings of $350,000 over a five-year period in reduced sickness absenteeism for employees with alcohol problems.
Source: "Taking Inventory," published in the EAPA Exchange, (July 1992), EAP Association.

A small company (70 employees) reduced its workers’ compensation and vehicular accident cost by $75,000 by establishing an EAP with an emphasis on safety awareness.
Source: Substance Abuse Prevention: It’s Your Business. Center for Substance Abuse Prevention, U.S. Department of Health and Human Services (1992).

Studies done at Crestar Bank showed that average psychiatric costs were 58 percent less for EAP participants compared with those who did not use the EAP. EAP participants had an average of 8.8 sessions compared to 13.1 sessions for the non-EAP group. The average cost of $45 per session resulted in a savings of $193 per outpatient case.
Source: Presentation at Georgia Tech by S. Davis. (1993) Personal Performance Consultants (Atlanta)

Other Studies

a reduction of on-the-job accidents and lost time as a result of such accidents at Tropicana;

an estimated $1,750 savings per employee at Warner Corporation because of lower workers’ compensation costs, and fewer on-the-job accidents;

a 75% reduction of in-hospital alcohol and other drug abuse treatment costs at Gillette Company;

a reduction in absenteeism and workers’ compensation insurance costs at Sawyer Gas Company and at Oregon Steel Mills.
Source: The Economics of Drug-Free Workplace Programs. Marsh and McLennan Companies (1994).

For further information please call our Anaheim Corporate Office at:
800-273-5273 or e-mail us at info@reachline.com

"Caring for your employees is our business"
since 1980
REACH Employee Assistance, Inc.