🎯 Goal: Coordinate with Employee Assistance Programs to provide substance use disorder counseling
After launching Westside Logistics’ new substance use policy, Benefits Coordinator Michelle Goodthunder moved into Step Two – Coordinate. Her mission: ensure employees had access to robust, confidential counseling services through their Employee Assistance Program (EAP).
Michelle partnered with the company’s insurance provider and EAP team to review coverage and verify the quality of substance use disorder counseling. She asked key questions about provider credentials, bilingual access, and ease of scheduling. With HR, she audited current offerings and identified gaps in care.
Next, Michelle worked with Communications to design clear, stigma-free referral pathways. These included intranet resources, supervisor talking points, and signage near wellness areas. She also trained managers to recognize when an employee might need support and how to refer them compassionately and confidentially.
The result was a coordinated system that employees could trust. Counseling wasn’t just a checkbox—it was a visible, accessible part of Westside’s wellness culture. Michelle’s efforts ensured that every employee knew where to turn, what to expect, and that their privacy would be respected.
- “Create a checklist for evaluating whether our EAP adequately addresses substance use disorder treatment needs”
- “What questions should I ask our EAP provider to ensure they offer quality, stigma-free addiction counseling?”
- “Help me draft a partnership agreement with our EAP that prioritizes comprehensive substance use disorder support”
💡 Pro-tip: Negotiate with your EAP provider to increase session limits specifically for substance use concerns if current limits are restrictive. It’s important to know, some EAPs are only available through your medical provider and some are available to all employees regardless of whether or not they are eligible or enrolled in health benefits, something to check with your broker about.