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The First National Bank of Chicago developed an integrated health data management system for its self-insured, self-administered program. The system includes data on health claims, short term disability, employee assistance program utilization, health promotion program participation, nursing visits, periodic health evaluation, and other medical information. As noted, this system enabled Fist Chicago to identify inappropriate use of inpatient mental health services.
Pacific Bell uses its health data management system to establish priorities, identify elements in its health program in need of change, simulate or project the impact of those changes, and provide standards for evaluating specific interventions.
Owens Corning is designing and implementing an integrated information system that will encompass medical, human resources, payroll data, and data on topics such as safety and industrial hygiene. The system protects employee confidentiality by giving different levels of clearance to different types of personnel. In addition, Owens Corning staff are setting overall health goals for the company and charging the local health teams at individual locations with initiating programs that will meet those goals.
According to Isabel Davidoff, Chief of the National Worksite Program, an integrated information management system can provide the impetus to better educate and train employees, managers, supervisors, and human resource staff in depression awareness, recognition, and treatment referral. It can also provide information for improvements in employee benefit plans. Information management systems have proved critical promoting best practices among companies.
EXPANDING THE ROLE OF EMPLOYEE ASSISTANCE PROGRAMS
In keeping with the purpose of the EAP to help employees address problems that negatively affect their performance, state-of-the art EAPs are continually modifying their services to meet the changing needs of employees and the workplace.
Abbott Laboratories maintains an active Employee Assistance Program whose goal is to improve the quality of life for employees and families. A 1995 study conducted by Abbott showed that EAP services were cost-effective for mental health and substance abuse disorders as well as for reducing absenteeism and increasing productivity. Abbott has implemented a proactive disability management process through its EAP. Key components of the program are early identification of employees on short-terms medical leave; case management throughout the medical leave; liaison between the company and health care providers; follow-up services for employees after their return to work. 18
