EAP is a low cost means of impacting high cost problems.
- An Employee Benefit News survey of senior human resources found that mental health is now considered the number one driver of indirect business costs such as low productivity and absenteeism.
- Employees with anxiety and depressive disorders work fewer hours, are more likely to end up on disability, are less productive than their counterpart employees and create a general environment of low morale at work, according to a Johns Hopkins University School of Medicine study.
- A recent Hewitt Survey recommends promoting EAP as a key strategy to achieve optimal health goals.
- The cost of a reputable EAP represents less than one third of one percent of total health care costs for an average employee.
- Numerous studies have demonstrated return on investment for EAP from $4 – $12 for every dollar spent.
Highly Utilized Program
Claremont’s average overall clinical and life management utilization is 10.2%, more than twice as high as a typical EAP operated by a national managed care company, and over four times higher than a typical “free” EAP. Our program is widely promoted and viewed as a positive, helpful resource by employees, family members, Human Resources, management and labor leaders.
Personalized Service and Market Focus
Claremont has earned the trust of our customers because of our personalized approach and our consistency in handling employee issues – from routine to complex. Because we’re focused on the west coast market, we are able to take the time to understand each customer’s unique culture and challenges. The result is that our customers view us as a trusted partner – not just another benefit.
On a national level, Claremont is a member of the National Behavioral Consortium with a network of more than 30,000 clinical providers across the country. For an employer with employees outside California, we offer ready access and extensive network coverage.
Experience and Results
For nearly two decades we have worked closely with some of the most demanding employers in the western states. Claremont’s management team includes nationally recognized experts, and there is very little turnover in our highly capable staff. Claremont senior managers are actively involved with our group customers to ensure their needs are fully met.
Impacting Business Risk
As part of our close engagement with customers, Claremont’s objective is to go beyond the employee benefit role to measurably enhance business operations. In many of our groups we work directly with the individuals responsible for worker’s compensation, disability and other areas of risk management.
Exceptional Member Service
- 100% of Claremont EAP calls are answered and handled by Master’s level counselors. Risk and clinical co-factors are assessed and addressed by the same intake counselor who will authorize services and personally contact the provider.
- Claremont staffs its call center so that counselors have as much time as necessary, case by case, to address the issues of a caller during an intake and fully explain to them “next step” procedures. Claremont’s personalized service is never statistically driven.
- Claremont’s proprietary contact management system was developed in-house to specifically serve the needs of a highly functioning EAP. The system is designed to capture essential information easily and effectively while eliminating system problems.
- All incoming calls to Claremont are answered immediately by a live person. We do not use an automated answering system and members do not wait in a queue.
Partnership with Claremont Providers
Claremont has a stellar reputation with clinical providers, frequently receiving high praise for our informed and readily accessible intake counselors, simple paperwork, lack of administrative “hassles”, and rapid reimbursement. As a result, Claremont members are not confronted with referral to a provider who is no longer accepting new patients, long waits for appointments, and all the other difficulties typical of the managed care system.