Employee Assistance Programs: An Emerging Vista for Rehabilitation Counseling

1982 ◽  
Vol 13 (3) ◽  
pp. 18-20 ◽  
Author(s):  
Fred Dickman ◽  
William G. Emener
Keyword(s):  
Rehabilitation Counseling ◽  
Education And Training ◽  
Rehabilitation Counselors ◽  
Employee Assistance Programs ◽  
Employee Assistance ◽  
American Industry ◽  
Continuous Growth ◽  
Rehabilitation Process ◽  
Assistance Programs ◽  
And Training

The continuous growth and developemnt of Employee Assistance Programs (EAP) in American industry, the basic elements of EAP's, and the effectiveness of EAP's, are presented. Following a discussion of the rehabilitation process, and the knowledges, skills, expertise, and roles and functions of rehabilitation counselors, implications and recommendations offered within the proposition that professionally trained rehabilitation counselors are optimally prepared to provide and coordinate EAP services. Implications for education and training, structural considerations, and professionalism are also included.

Employee Assistance Programs: A Place for Rehabilitation Counselors?

1984 ◽  
Vol 15 (4) ◽  
pp. 29-30
Author(s):  
Mary Ann Hastings
Keyword(s):  
Rehabilitation Counseling ◽  
Status Quo ◽  
Skill Level ◽  
Rehabilitation Counselors ◽  
Employee Assistance Programs ◽  
Employee Assistance ◽  
Assistance Programs ◽  
The Status ◽  
Advocacy Role

A questionnaire containing sixty statements about skills considered important to rehabilitation counseling was sent to fifty companies thought to have Employee Assistance Programs. The purpose of the survey was to determine whether or not persons working in EAP's thought skills rehabilitation counselors possessed were applicable to the EAP field. Although most of the thirteen respondents agreed that skill correspondence was high, there was some indication that they saw the advocacy role of rehabilitation counselors as highly threatening to the status quo in business. Therefore it is questionable whether EAP's are actually feasible targets for the employment of rehabilitation counselors despite the fact that they are matched in skill level to EAP workers.

Rehabilitation Counseling Outside the State Agency: Settings, Roles, and Functions for the New Millennium

1997 ◽  
Vol 28 (4) ◽  
pp. 9-14
Author(s):  
Lynn C. Koch ◽  
Phillip D. Rumrill
Keyword(s):  
Mental Health ◽  
Private Practice ◽  
Rehabilitation Counseling ◽  
State Agency ◽  
Rehabilitation Counselors ◽  
Geriatric Rehabilitation ◽  
Employee Assistance Programs ◽  
Employee Assistance ◽  
Assistance Programs ◽  
Abuse Treatment

The article explores non-traditional employment settings for rehabilitation counselors. The authors describe career outlooks for and responsibilities of rehabilitation counselors who work in mental health, substance abuse treatment, geriatric rehabilitation, medical/allied health case management, employee assistance programs, disability management, and private practice/consultation.

Careers in Employee Assistance Programs

1985 ◽  
Vol 16 (2) ◽  
pp. 26-30 ◽  
Author(s):  
Richard E. Desmond
Keyword(s):  
Training Programs ◽  
Rehabilitation Counseling ◽  
Rehabilitation Counselors ◽  
Employee Assistance Programs ◽  
Employee Assistance ◽  
Rehabilitation Counselor ◽  
Agent Model ◽  
Assistance Programs ◽  
Counseling Training ◽  
Organizational Demands

Employee Assistance Programs (EAPs) are being developed in all types of organizations. This development is seen as a valuable opportunity for employment of rehabilitation counselors. A rationale which suggests that rehabilitation counseling training is appropriate for EAP work is presented. Employee assistance programs are described as following three models: (a) the In-house model, (b) the Consortium model, and (c) the Trained agent model. The functioning of a rehabilitation counselor under each is described. Organizational demands on a counselor working in an EAP in a profitoriented organization also are discussed. A brief discussion which explains how rehabilitation counseling training programs can be modified to develop a specialty in EAP work is presented. Considerations which potential EAP counselors should weigh before planning to enter EAP work are discussed. Finally, resources for learning more about EAPs are identified.

Implications of Worksite Practice for Rehabilitation Counselor Education & Training

1986 ◽  
Vol 17 (3) ◽  
pp. 49-54 ◽  
Author(s):  
Rochelle Habeck ◽  
Valerie Ellien
Keyword(s):  
Rehabilitation Counselors ◽  
Employee Assistance Programs ◽  
Employee Assistance ◽  
Rehabilitation Counselor ◽  
Assistance Programs ◽  
Recent Developments ◽  
Emerging Issues ◽  
Consultative Service ◽  
And Training

Rehabilitation counselors face increasing demands to respond to the needs of business and industry to manage the effects of disability on the worker. The need to prepare counselors for this role has resulted in a variety of training responses. This review of the literature identifies trends contributing to the expansion of employer-based practice. It describes some of the variations in the role of the counselor working in consultative service to employers, in employee assistance programs, and in internal disability management programs. Recent developments in education and training to prepare counselors for work with business and industry are reviewed and organized into recommendations for effective approaches to curriculum and program development. The implications of emerging issues and future trends are discussed.

Supervisory Attitudes toward Impaired Workers: A Factor Analytic Study of the Behavioral Index of Troubled Employees (BITE)

1988 ◽  
Vol 24 (4) ◽  
pp. 413-422 ◽  
Author(s):  
Gregory Bayer ◽  
Lawrence Gerstein
Keyword(s):  
Automotive Industry ◽  
Future Research ◽  
Underlying Structure ◽  
Employee Assistance Programs ◽  
Employee Assistance ◽  
Assistance Programs ◽  
Intervention Process ◽  
Factor Analytic ◽  
Behavioral Index ◽  
And Training

To address the shortage of instruments related to employee assistance programs (EAPs), the Behavioral Index of Troubled Employees (BITE) was developed. This focuses on one aspect of the supervisor-troubled worker intervention process: supervisors' attitudes toward behaviors of impaired employees. As such, the BITE gathers information on supervisors' opinions of various behaviors associated with troubled workers. In a study of the instrument, the BITE was administered to 237 supervisors from two companies in the automotive industry. The underlying structure and pattern of the supervisors' attitudes was determined through the use of principle components factor analytic and reliability procedures. The results suggest that the BITE comprises four valid, reliable factors: industriousness, resistance, acrimoniousness, and disaffection. The authors discuss the implications of using the BITE in future research, theory testing, and training supervisors about EAP practices.

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