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Cathy Swing, Writer for The Next Step
Newsletter, had the opportunity to speak with Bud Lipscombe,
CEAP who is a counselor for an Employee Assistance Program (EAP).
He often works with people who have substance abuse issues.
Following is the interview:
 CS: How many years have you worked in
the clinical field?
BL: I have worked as a clinician for 16 years. The majority
of my time is spent doing job performance assessments. Those
referrals usually come to us from employers.
CS: What percentage of your clients
have substance abuse issues? What factors precipitate
someone coming to you for help with substance abuse issues?
BL: About 50% of my clients have substance abuse issues and
about 80% of my clients are employed. Most of our referrals are
from employers due to failed drug tests. The second most common
referral is made by an employee who asks for help due to
pressure from home, or because the company is changing its drug
policy.
CS: How do you handle employee
confidentiality?
BL: Our agency is fully HIPAA compliant. Clients sign a
release for information to be shared with their employer. That
information generally includes attendance and follow-through on
referrals. Occasionally clients would like more details supplied
to the employer, and if so we have them put that in writing.
As a rule, clients referred by the employer
fair better than clients referred on their own. I believe that
is due to the accountability factor. Clients get case management
for up to a year and that provides the accountability. I require
my clients frequent meetings in the beginning and attendance at
AA, NA, or both, along with signatures of the meeting
chairperson. I also ask that the client’s sponsor call me in
order to give a report on progress. The good news is that I
observe about 70% of my clients are at the same or better
position with their company after one year. Crack cocaine and
methamphetamines are some of the more challenging addictions I
see.
CS: What are the unique challenges for
recovery related to the workplace?
BL: Reintegration into the workplace is a big challenge. I
like to set up a meeting with the client, human resources, and
the direct supervisor to discuss expectations. Often the client
has to sign a “last chance” agreement to clarify that he/she
will be terminated if there is another failed drug/alcohol
screen. I am in support of drug testing in the workplace.
Employer’s with safety sensitive positions are open to
liability problems if they do not implement testing.
Pre-employment, post-accident, and random testing gives teeth
to drug-free workplace policies.
CS: How do you handle a client’s legal
issues related to substance abuse?
BL: Clients involved in criminal activities are better
served by a lawyer than the EAP for legal issues.
CS: What kind of treatment does an EAP
provide?
BL: EAPs provide short-term counseling. Referrals for
treatment and case management can be provided long-term.
Our thanks to Mr. Lipscombe. Bud is the
Vice President of Business Development at First Sun EAP in
Charleston, SC. Visit
www.firstsuneap.com for contact information.
The Next
Step
Editor: Leanne
Murray
Writer: Cathy Swing
Designer: Virginia Hart
Partnership for a Drug-Free
NC
665 W. Fourth Street
Winston-Salem, NC 27101
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