FREQUENTLY ASKED QUESTIONS

 

About the EA profession and EAPA

About EAPA membership

About the CEAP credential

About EA Practice

About DOT/SAP Qualification and Continuing Education Requirements

About EAPA chapters and branches

About EAPA Conferences and Events

About the EAPA website

About submitting and/or using articles,events, job postings, and notices to EAPA’s publications and website

Submit a question

ABOUT THE EA PROFESSION AND EAPA

Question: What is employee assistance?
Answer: Employee Assistance is the work organization's resource that utilizes specific core technologies to enhance employee and workplace effectiveness through prevention, identification, and resolution of personal and productivity issues. An employee assistance program (EAP) is a worksite-based program designed to assist (1) work organizations in addressing productivity issues and (2) "employee clients" in identifying and resolving personal concerns, including, but not limited to, health, marital, family, financial, alcohol, drug, legal, emotional, stress, or other personal issues that may affect job performance.

Question: What is EAPA?
Answer: The Employee Assistance Professionals Association (EAPA) is the world's largest, oldest, and most respected membership organization for employee assistance professionals. With nearly 5,000 members in over 30 countries around the globe, EAPA is the world's most relied upon source of information and support for and about the employee assistance profession. EAPA publishes the Journal of Employee Assistance, hosts professional conferences and offers training and other resources to fulfill its mission. EAPA's mission is to promote the highest standards of EA practice and the continuing development of employee assistance professionals, programs and services.

Question: How do I become an EA professional?
Answer: Fundamentally, employee assistance is the application in the workplace of knowledge about behavior and behavioral health to improve both personal and workplace productivity and healthy functioning. That means the employee assistance profession is an unique integration of organization development, behavioral health, human resources, and business management. Most employee assistance professionals have knowledge and experience in a behavior health field such as social work or counseling, and many may be drug and alcohol counselors. EA professionals also enter the profession with backgrounds in human resources and organizational development. Several colleges and universities offer formal training programs; however, because the employee assistance profession draws on the knowledge and skills of a variety of professional fields, most professional development happens through continuing education offered through EAPA and its local chapters and branches. Take some time to review the EAPA website and become familiar with the information and resources that are available, such as the Annual World EAP Conference, the Pre-conference training program, and EA News. Visit EAP Career Central to look at the various job descriptions and learn about the qualifications and experience that program managers and administrators are seeking in an EA professional. Find an EAPA chapter/branch near you and attend a meeting. While there, you can network with the chapter/branch members to learn more about the profession.

Question: What is the EAP Core Technology?
Answer: The employee assistance program Core Technology (EAP Core Technology) represents the essential components of the employee assistance profession. These components combine to create a unique approach to addressing work organization productivity issues and "employee client" personal concerns affecting job performance and ability to perform on the job. The EAP Core Technology consists of the following:

1. Consultation with, training of, and assistance to work organization leadership (managers, supervisors, and union officials) seeking to manage troubled employees, enhance the work environment, and improve employee job performance;
2. Active promotion of the availability of EA services to employees, their family members, and the work organization.
3. Confidential and timely problem identification/assessment services for employee clients with personal concerns that may affect job performance;
4. Use of constructive confrontation, motivation, and short-term intervention with employee clients to address problems that affect job performance;
5. Referral of employee clients for diagnosis, treatment, and assistance, as well as case monitoring and follow-up services;
6. Assisting work organizations in establishing and maintaining effective relations with treatment and other service providers, and in managing provider contracts;
7. Consultation to work organizations to encourage availability of and employee access to health benefits covering medical and behavioral problems including, but not limited to, alcoholism, drug abuse, and mental and emotional disorders; and
8. Evaluation of the effects of EA services on work organizations and individual job performance.

For more information, read the Standards and Guidelines for EAPs and the EAPA Code of Ethics.

Question: What factors should I consider when buying an EAP for my organization?
Answer: The EAP Buyer’s Guide is a best bet for purchasers looking to make informed decisions about selecting or designing an effective Employee Assistance Program and getting the most for your money. The Guide identifies the essential questions to ask in the purchasing process and offers practical guidelines to help organizations choose the EAP that will support a healthier workforce, maximize employee productivity, and provide the greatest return on investment.

Question: Does EAPA maintain statistics on EAP utilization?
Answer: We are frequently asked if EAPA maintains statistics on EAP utilization by industry or company size or for that matter any stats at all on EAP utilization standards. The utilization question seems like a simple one, but unfortunately, it isn’t simple. For extensive information on this topic read our article on EAP Utilization.

Question: How many companies have EAPs?
Answer: In the US, over 97% of companies with more than 5,000 employees have EAPs. 80% of companies with 1,001 - 5,000 employees have EAPs. 75% of companies with 251 - 1,000 employees have EAPs. A 2008 National Study of Employers following ten years trends related to U.S. workplace policies and benefits shows that the EAP industry continues to grow, with 65% of employers providing EAPs in 2008, up from 56% in 1998. The US has the most saturated market for EAPs in the world. However, there is an ever increasing appreciation of the value of employee assistance in other countries, and the number of EAPs worldwide is growing. For more information on the growth of EAPs in other countries, visit EAPA's online index of international branches and click on the country of interest to get in touch with a knowledgeable branch officer.

Question: I'm a clinician in private practice. I'm trying to grow my practice and would like to offer my services to EAPs. However, I don't know which EAP companies operate in my geographical area. How can I find out?
Answer: Contact/attend your local EAPA chapter/branch and ask the chapter members about who the players are in your area. You can also find a list of chapter officers on your chapter/branch page. They are very knowledgeable about the field. Also, join EAPA so that you can access the member directory on the website, which is searchable by name, city, etc. You might scan the members in your area to see if anyone is close to your neighborhood and contact them for advice.

Question: I have a question about an ethical issue. Who can help me?
Answer: EAPA’s Ethics Education Panel of Experts was formed to assess the EA profession’s needs in relation to ethics education and to identify and promote educational resources to meet those needs. The Panel is now inviting EAPA members to submit their concerns, questions, or comments related to the ethical practice of Employee Assistance. All concerns will be handled with discretion. Contact the Panel at ethics@eapassn.org.

 

ABOUT EAPA MEMBERSHIP

Question: I paid to join EAPA two weeks ago, Why haven’t I received my membership card and new member information?
Answer: Generally, membership applications are processed the second week of every month. Depending on when the application is received it may take three or four weeks to receive your membership card and new member information. However, as soon as your information enters the membership database you will receive a confirmation email with temporary login credentials so you can access all sections of the EAPA website.

Question: I have been trying to change my profile on the web site but nothing new seems to be saved.
Answer: Profile changes are received as an email at EAPA headquarters and then the database is manually updated. Typically, this takes about a week.

Question: I am having difficulty logging on to the website. What should I do?
Answer: The member login/user id is your last name and the password is your member ID number (typically a 7 digit number). Be sure to use only your last name and the ID number that appears on your membership card. For example:

Login: Doe
Password: 0012346

Helpful hints:

• You must remember to use the leading zeros before your member number.
• You may need to include any professional titles (e.g. CEAP, MSW) and/or suffixes after your last name in order to log in.
• If you have installed a pop up blocker, you may need to disable it to log in.

Question: I renewed my membership a couple of weeks ago and still have not received my ID card. What is going on?
Answer: Generally, membership renewals are processed the second week of every month. Depending on when the application is received it may take three or four weeks to receive your new membership card. However, you will receive a confirmation email with temporary login credentials so you can continue to access all sections of the EAPA website.

Question: I think I pushed the submit button twice when joining or renewing my membership. How do I get a refund if there is a double payment?
Answer: EAPA automatically refunds a payment if a double payment occurs.

Question: Do I have to join a local EAPA chapter?
Answer: Yes, if one is available within a reasonable distance. Keep in mind that a chapter or branch may be located close to you even though it may not be in the same state or province, or the chapter may be located close to where you work. The list of chapters and branches, along with the geographic area that each serves, is located on our website. Belonging to a local chapter/branch provides an opportunity to network with fellow professionals and to obtain professional development.

Question: Should I join as an Individual Member, Certified Professional Member, Government Agency Member or Associate Member? What is the difference?
Answer: A Professional Member is an individual currently engaged in employee assistance professional activities, including direct delivery or management of EA services, EA consulting, teaching of EA programming or any of its specialized functions at an accredited college or university, and EA related research. Professional Members may vote and hold office in EAPA at the chapter, branch, and international levels.

An Associate Member is an individual who is associated with or interested in the field of employee assistance, for example; an affiliate provider, vendor, government official, human resources professional, or other individual not directly engaged in an EA role. Associate Members may vote and hold office (other than president) at the chapter level, but may not vote or hold office at the international level.

EAPA also has a Student Member category for individuals who are currently enrolled in a degree-granting program at a nationally or regionally accredited educational institution. Students must submit evidence of their student status annually, and Student Members may not vote or hold office at the chapter, branch, or international level.

A Certified Professional Member is a Professional Member who is currently a Certified Employee Assistance Professional (CEAP).

A Government Agency Member is an optional category for a governmental unit. Under this membership, the governmental unit receives none of the services/benefits otherwise associated with organizational membership, and instead designates one employee of the unit to receive individual member benefits. The designated employee of a government agency member will have the voting and office holding privileges associated with either the individual professional or associate membership, depending upon whether he/she is currently personally engaged or not engaged in employee assistance professional activities.

Question: How do I get a receipt for my renewal or new member payment?
Answer: We automatically send everyone a receipt with their ID card. If you need a receipt prior to receiving your membership ID card, you may contact custsvc@eap-association.org or acctg@eap-association.org to request one.

 

ABOUT THE CEAP CREDENTIAL

Question: What is the CEAP Credential?
Answer: The CEAP is the only credential that represents the employee assistance profession and demonstrates ability and mastery of the body of knowledge required for competence in EA practice. The online CEAP Candidate Handbook provides comprehensive information about many aspects of the CEAP credential.

Question: How do I obtain the Certified Employee Assistance Professional (CEAP) credential?
Answer: As of July 1, 2010, there are two paths for obtaining the CEAP, depending upon whether the applicant has an EA-related graduate degree. To read a brief summary of each option CLICK HERE. If you have any additional questions about the CEAP process, e-mail the Director of Credentialing at certdir@eapassn.org

Question: How can I get the PDHs (Professional Development Hours) necessary to become a CEAP (Certified Employee Assistance Professional)?
Answer: There are several ways to obtain the Professional Development Hours (PDHs) necessary to become a CEAP. EAPA’s Annual World EAP Conference and Pre-conference Training Program offer more than 30 PDHs. EAPA chapter/branches offer PDHs at both their meetings, and their annual conferences. In addition,there are a variety of organizations that offer EACC approved programs. You can also visit EAPA’s Learning Center to earn professional development hours by participating in both live and archived webinars, as well as other online training programs.

 

ABOUT EA PRACTICE

Question: What Does Parity Mean for EAP's?
Answer: Speculation about the impact of the mental health and addiction treatment parity law has ranged from one extreme to another. Read EAPA CEO John Maynard's article on parity.

Question: Are EA Services Covered Under COBRA/ERISA?
Answer: Whether EA services are covered under ERISA and COBRA has been an ongoing question. The answer is complex for several reasons, including the variation in design of EA programs and the range of services offered to both employers and employees under the “employee assistance program” umbrella.

Of the eight EAP Core Technology Functions, five of them (#1,2,6,7,8) clearly do not fall under the definition of group health plan or medical care. The other three reasonably could be considered, at least in part, to include “medical care” or not, depending on the particular services/design associated with each function.

Some EA programs limit themselves to non-medical categorical assessments; others provide formal diagnoses. Some EA programs offer assessment and referral to assistance only; others provide varying numbers of counseling sessions. In almost every EA program, problems other than diagnosable “medical” problems (e.g. financial, legal, childcare or eldercare referrals, issues of daily living) are handled by the EAP. On the other hand, many EA programs do offer services by licensed mental health professionals that include evaluation, assessment, treatment planning, and counseling.

Some EA programs have tried to distance themselves from being considered a medical care plan by referring to their direct services as “short-term problem resolution” instead of “counseling.” However, what the service is called is not the crucial issue; the crucial issue is what service is actually provided. If direct services are provided by licensed mental health professionals using professional counseling techniques to achieve resolution of diagnosable (not necessarily diagnosed) problems, such services would be considered counseling, regardless of what they are called. The differentiation has to do with function, not nomenclature.

In practice, most EA programs have not been considered by employers to be medical benefits or to be covered by ERISA or COBRA. Instead, they are considered to be programs that provide employers (and unions or other membership groups) with additional tools to improve productivity and effective workplace functioning. These tools involve the application of knowledge about behavior and behavioral health to make accurate assessments of individual or group issues, followed by appropriate action. The appropriate action may or may not be taken by the EA program itself and may or may not involve behavioral/medical care. Because of the wide variation in EA program design and services, EAPA advises each employer to make its own determination, with the assistance of legal counsel, as to whether its EA program is appropriately considered as a benefit covered by ERISA and COBRA.

Regardless of this determination, employers do many times choose to continue EA service eligibility for a period of time (which could coincide with COBRA benefits) after lay-offs or terminations. For external programs, the cost of this coverage to the employer typically would depend, either on the “per employee per year/month” fee, or on a portion of that fee since not all EA services are direct services to individuals. For internal programs, the cost of this coverage to the employer would depend on the portion of the total budget needed to serve the terminated individual(s).

[NOTE: The Consolidated Omnibus Budget Reconciliation Act (COBRA) amends the Employee Retirement Income Security Act (ERISA), the Internal Revenue Code and the Public Health Service Act. COBRA requires that continuing coverage be offered after loss of eligibility for any group health plans offered by the employer. A "group health plan" includes any "employee welfare benefit plan providing medical care," as those terms are defined by the Internal Revenue Code and ERISA regulations.]

Question: Are EA Program records the same as medical and mental health records, or are they different? What are the laws for maintenance of EA records?
Answer: Employee Assistance (EA) records normally are not the same as medical and mental health records. Although some EA records may contain medical or mental health information, others (e.g. those related to financial or legal difficulties) do not. Depending on the location (e.g. country, state, province) or design (e.g. internal, external, peer, hybrid) of the EA program, the qualifications of those creating and using the records may be very different. For example, some jurisdictions and/or programs require that individual clients be served by licensed Masters level clinicians; others require certification as an EA professional (CEAP), regardless of degree; still others have varying requirements depending on the type of problem (e.g. lawyer for legal records), etc.

However, regardless of the location or design of the EA program, all EA records should comply with the EAPA Standards and Professional Guidelines for Employee Assistance Programs (available on the EAPA website). The Standard for Record Keeping (Standard II.G.) is this: The employee assistance program shall create and maintain client records that are consistent with the employee assistance program service delivery system, organization policies, program procedures, and applicable legal requirements.

 

 

Compliance with the Record Keeping Standard requires compliance with 9 listed “essential components.” They are:

1. The EAP must maintain retrievable documentation of all direct services and recommendations.
2. EAP records must be maintained in accordance with all applicable laws and regulations.
3. EAP records must be maintained for the minimum period of time required by law or organization policy.
4. The storage, transfer and destruction of records must be handled in a manner to assure confidentiality.
5. Every effort must be made by the EAP to prevent the involvement of EAP records in arbitration, litigation, or any other dispute
6. EAP client records must be kept in a secure location and be available only to authorized EAP personnel. Client records and rooms where client records are stored must be locked, and computerized records must be maintained in a secure environment and separated from other data systems and all other records.
7. The EAP must make every effort to assure the confidentiality of information sent by mail, fax, modem, E-mail, or other electronic communication technology. A limit of disclosure statement must be included in all communications.
8. Ownership of EAP records must be clearly delineated through policy or contract language.
9. The content of EAP records must be consistent with the scope of the service delivery system.

Since companies and programs operate in such different environments, every company should consult with its own legal counsel to determine what is required for compliance with “essential components” 2 and 3 above, regarding applicable laws and regulations and length of time that records should be maintained. Within the U.S., individual company determinations as to how EA records should be treated have varied widely, depending upon the unique characteristics and circumstances of each program.

Examples* include:

• Companies that require that EA records be maintained throughout a client’s term of employment with the company (and/or eligibility for EA services) and for “x” number of years after eligibility ends.
• Companies with internal programs that treat their EA records the same as OSHA records, and keep them for the number of years consistent with those requirements.
• Companies with external programs that require EA record retention after a client is seen for the period required by the EA professional’s license (varies among states and licenses).
• Companies that require that all EA records be maintained in compliance with federal confidentiality regulations for substance abuse records.
• Companies that require that all EA records be maintained in compliance with HIPAA regulations.

(* Please note that these are examples only; they are not an exhaustive list of the options, nor are they recommendations.)

Once the determination is made as to how records will be treated and how long they will be maintained, this determination should then be documented clearly in a written EAP Policy statement (see EAPA Standard I.E.) and, as appropriate, in other statements of operating procedures and practices. Information about record-keeping practices also should be included in the Statement of Understanding (see EAPA Standard III.[3]) EA practitioners provide to every client.

 

 

ABOUT DOT/SAP QUALIFICATIONS AND CONTINUING EDUCATION REQUIREMENTS

Question: What is a SAP (Substance Abuse Professional)?
Answer: The Department of Transportation (DOT) regulation -- 49 CFR Part 40 -- defines the Substance Abuse Professional (SAP) as a person who evaluates employees who have violated a DOT drug and alcohol regulations and makes recommendations concerning education, treatment, follow-up testing, and aftercare. The EAPA web site posts updated information on SAP/DOT Regulations and Training Opportunities.

Question: How do I become SAP qualified?
Answer: In order to be a Substance Abuse Professional (SAP), an individual must possess certain credentials, have knowledge and experience in substance abuse disorders, receive training on DOT regulations, and achieve a passing score on an examination. There is also a continuing education requirement to complete 12 hours of professional development in content relative to the SAP function.

Question: What are the qualifying credentials?
Answer: To become SAP qualified you must possess one of the following credentials:

• Licensed physician (Doctor of Medicine or Osteopathy);
• Licensed or certified social worker;
• Licensed or certified psychologist;
• Licensed or certified employee assistance professional;
• Alcohol and drug abuse counselor certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission (NAADAC), or by the International Certification Reciprocity Consortium/Alcohol and Other Drug Abuse (ICRC), or by the National Board of Certified Counselors, Inc. and Affiliates/Master Addictions Counselor (NBCC).

Question: What is the SAP training?
Answer: It is a requirement for an individual to complete DOT/SAP qualification training. The qualification training must include the nine required components laid out in the DOT regulations, 49 CFR, Section 281(c) of Part 40. Following completion of the training, an individual must satisfactorily complete an examination. The examination must be given by a nationally recognized professional or training organization and must comprehensively cover all the elements required for the qualification training. EAPA offers the SAP Examination online.

Question: Are there continuing education requirement?
Answer: During each three-year period following satisfactory completion of the training and examination (the three-year period begins on the date of successful completion of the exam), you must complete at least 12 professional development hours (e.g., Continuing Education Units) relevant to your performing SAP duties.

Question: How do I re-certify as a Substance Abuse Professional?
Answer: An individual is identified as “SAP qualified.” It is not a certification process and does not require recertification. An individual who is SAP qualified must maintain documentation that all the requirements to be SAP qualified have been met. The SAP must provide this documentation on request to DOT agency representatives, employers and others who are using or contemplating using your services.

 

ABOUT EAPA CHAPTERS AND BRANCHES

Question: How do I get in touch with my local chapter/branch to find out when they meet?
Answer: EAPA Chapters/Branches are listed on the website. The chapter/branch section of the website provides information including a calendar of events, contact information for the chapter officers, and the chapter’s website if available.

Question: How do I update my chapter/branch's information on the website?
Answer: You can update your chapter/branch information via a special form or e-mail. For specific information on how to do this, visit the "Updating Your Chapter/Branch" section of the online Chapter/Branch toolkit.

Question: How can I help build and manage my chapter/branch?
Answer: Consult the on-line Chapter/Branch Leaders toolkit. The tool kit was designed to help officers and members build and manage their EAPA chapters/branches more effectively, including recruiting and retaining members, as well as promoting the value of EAPA membership and the EA profession.

Question: Can we have local EAPs financially contribute to the cost of setting our chapter/branch website up and paying for the hosting fees, etc.? We would then have the company's logo on our site, and perhaps provide a link to that EAP. Also, we have financial sponsors for our chapter meeting and we were thinking of providing a link on the website for them as an additional incentive to sponsor the meeting.
Answer: EAPA supports your getting sponsorship for your website. We just would like to call your attention to a few concerns:

1. The chapter should endeavor to maintain its neutrality
2. Accordingly, you should not give the appearance of endorsing a particular sponsor
3. The sponsors should not be allowed to dictate the content of your website
4. We recommend using the language “supported by” or “underwritten by” instead of “sponsored by”
5. We would appreciate having the opportunity to review your web lay out and links etc.

ABOUT EAPA CONFERENCES AND EVENTS

Question: What is EAPA’s Annual World EAP Conference?
Answer: EAPA’s Annual World EAP Conference is the most intensive and comprehensive learning/networking opportunity in the world dedicated to the growth of the Employee Assistance profession. Typically held in October, the Conference enables participants to:

• Earn over 120 PDHs and CEUs in just 5 days
• Learn about new trends, technology, best practices, and the latest EA research
• Attend intense pre-conference training sessions
• Choose from more than 50 presentations throughout the 3 days of the conference
• Meet with nearly 100 premier suppliers of EA related products and services
• Network with over 1000 EA colleagues from around the globe

Question: How can I find out about this year's upcoming Annual World EAP Conference?
Answer: For comprehensive information about this important event, visit the conference section of the EAPA website.

Question: When will attendee registration become available for this year's upcoming Annual World EAP Conference?
Answer: Attendee registration will be open by June 2010. Visit the Attendee Information section of the EAPA website for more details as they become available.

Question: My organization would like to exhibit at the upcoming Annual World EAP Conference. How can I purchase and choose a booth space?
Answer: The EAPA Marketplace is now open for booth sales. Visit the Exhibit Opportunities section of the EAPA website for more details and to see an interactive floor plan.

Question: Our company is interested in a sponsorship or advertising opportunity at the upcoming conference. How do I know which sponsorships and ad spaces are still available and what the cost is?
Answer: Many levels of sponsorship opportunities are still available. For more information on the availability and cost, visit the Sponsorship Opportunities section of the EAPA conference website. Advertising opportunities are available for the Conference Preview Book sent to potential attendees in mid-June, along with the on-site Conference Final Program Book. For detailed information visit the Advertising Opportunities section of the EAPA website.

Question: What are the dates and locations for future World EAP Conferences?
Answer: Tampa, FL, October 7-9, 2010. Pre-conference trainings October 5-6, 2010.
Denver, CO, October 27-29, 2011. Pre-conference trainings October 25-26, 2011.

Question:How do you set the price to attend the World EAP Conference? Why can’t it be less expensive?
Answer: The price of the conference is a challenge we struggle with every year as we try to put on the best possible learning and networking event for the lowest possible cost. It may be helpful to have more information about how conference venues are selected and how fees are set.

Several years in advance we solicit proposals from all venues that can hold our conference. For our World EAP Conference, we need at least a 25,000 square foot exhibit hall, a 12-15,000 square foot general session room, and numerous other meeting rooms for breakout sessions, meetings, and offices. We also need 700-800 sleeping rooms per night. There are a limited number of facilities that have this much space, so space requirements alone significantly narrow the range of cities and facilities we can use.

From the proposals we get with available space in October or early November, we rate each facility on several different factors. The two most important are “cost to attendees” (i.e. cost for a sleeping room) and “cost to EAPA” (i.e. cost for food and beverage, A/V, other services; this is mainly what drives the registration fee). Other rating factors include city desirability (based on EAPA member surveys and industry data), transportation to the city (number of direct flights, typical airfares, driving and/or train access), transportation within the city (cost and convenience of public transportation, shuttles, taxis, parking), facilities layout (relative ease of getting to/from general sessions, exhibit hall, workshops, meeting rooms, registration, sleeping rooms, etc.), hotel desirability and service reputation (nearby restaurants and activities; look and feel of hotel lobby, restaurants, & rooms; reputation in meeting industry), and union status (when other criteria are comparable, EAPA gives preference to union facilities).

After an initial rating on all these factors, we negotiate with the top 3-5 finalists to get the lowest possible prices. Based on the best price we can negotiate, along with each facility’s scores on the other factors above, we make a final selection.

As mentioned above, the largest factor driving registration fees is the cost of food and beverage. EAPA is relatively unusual in the number and type of meal opportunities we provide attendees. Besides coffee breaks, we provide an opening reception, continental breakfasts each morning, and a closing dessert reception in the EAPA Marketplace (exhibit hall); a box lunch; full banquet meal at the Awards Luncheon; and a major culminating event (for example, in 2010, EAPA is hosting EAPA Night at Busch Gardens). Although the food and beverage cost is expensive (typically over $150,000), members have made it clear that they value the food and other functions and want to keep them. The level of our food and beverage spending also helps us negotiate for lower sleeping room costs for attendees and other hotel cost concessions.

When all is said and done, the registration fees still don’t cover the costs of the event. Income from exhibitors in the EAPA Marketplace is a significant component of covering conference costs. We typically have close to 100 exhibitors. We also depend heavily on sponsorships (see the EAPA website for details) to subsidize the costs of producing the various conference events. We are working hard to increase the number of exhibitors and the revenue from sponsorships, and we welcome ideas and suggestions for potential new exhibitors and sponsors.

EAPA is committed, not only to keep the World EAP Conference as affordable as possible, but also to explore other avenues to provide continuing education and networking opportunities to members and others. For example, we convert all general and workshop sessions into multi-media online learning modules. Details about these modules and other learning opportunities are available in the EAPA Learning Center.

 

ABOUT THE EAPA WEB SITE

Question: I have an old version of AOL and can't log on as a member. What should I do?
Answer: EAPA members who use older versions of AOL as both their Internet Service Provider and as the browser window to view web content, may not succeed in logging into "members only" and "CEAP only" sections of the Web site. The following workaround has proven successful for many of our members experiencing this problem:

1. Make sure you have Internet Explorer or Netscape on your PC as a standalone application (desktop icon, launchable without AOL).
2. Log on to AOL as normal to establish your Internet connection.
3. Minimize all windows pertaining to AOL, but DO NOT disconnect from AOL.
4. Double click, or otherwise launch (START -> Programs -> 'browser application') your standalone browser, navigate back to EAPA's Website - www.eapassn.org - and attempt the login once again.
5. Contact webeditor@eapassn.org if you need further assistance.

 

ABOUT SUBMITTING AND/OR USING ARTICLES,EVENTS, JOB POSTINGS AND NOTICES TO EAPA’S PUBLICATIONS AND WEBSITE

Question: How do I submit an article to the Journal of Employee Assistance? What is the format?
Answer: Articles submitted for publication in the Journal of Employee Assistance (JEA) should be between 1,200 and 2,000 words in length and address some aspect of employee assistance programming, service delivery, professional education or training, or a related topic. For more information, consult the JEA section of the EAPA website. If you would like to submit an article, you are encouraged to contact the editor at journal@eapassn.org to discuss its suitability for publication.

Question: How do I get permission to use an article featured in the Journal of Employee Assistance? Obviously, we will cite the Journal and the author of the article.
Answer: Contact the EAPA Web Editor at webeditor@eapassn.org.

Question: How do I submit an article to e-member news?
Answer: Contact the web editor at webeditor@eapassn.org of the EAPA website.

Question: How do I submit an article for the EA News section of the EAPA web site?
Answer: Contact the web editor at webeditor@eapassn.org of the EAPA website.

Question: How do I submit an article for the EA Events section of the EAPA web site?
Answer: Contact the web editor at webeditor@eapassn.org of the EAPA website.

Question: I will be presenting at a non-EAPA conference next month. Can you post the conference information on the web site and list it in e-MemberNews?
Answer: At this time, EAPA has decided not to post or include non-EAPA related events in either e-MemberNews or on the web site.

Question: How do you place a job ad on the EAPA website?
Answer: EAP Career Central is the interactive job site for the employee assistance profession on the EAPA web site. The EAP Career Central main page will provide you with an overview of the services we provide as well as instructions on how to post an ad or your resume.

Question: How do I log on to EAP Career Central?
Answer: If you are a first time user of EAP Career Central, you will need to create your account with your own login and password. You may use your EAPA member login and password but it will not automatically log you on until you have created your user account.

SUBMIT A QUESTION

If you can't find the answers you are looking for, submit your question(s) to webeditor@eapassn.org for a prompt response and possible addition to our FAQs listings.