Running head: FACTORS TO INCREASE UTILIZATION OF EAPs

Identifying Factors to Increase Utilization of Employee Assistance Programs for Substance
Abuse in the Food Service Industry
Amy Doman
BIS 490
George Mason University

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Introduction
Substance abuse is an ongoing problem, but relatively few individuals seek treatment. For
example, in a recent Surgeon General’s report on the state of the Nation as of 2015, 27 million
Americans reported current illicit or misuse of prescription drugs and over 66 million reported
binge drinking in past month with only 10% of these respondents pursing treatment (HHS,
2016). The denial, stigma of addiction, lack of resources, and mental health issues are just a few
reasons why many never seek assistance.
Of importance, the majority of substance abusers work, as 69% of the Nation’s current
illicit drug users are employed (Substance Abuse Mental Health Services Administration
[SAMHSA], 2013). Cook and Schlenger (2002) stated, “the large majority of substance abusers
will be found in the workplace – not in the schools or streets” (p.116). Given these statistics, the
workplace is an opportune setting to meet these at-risk and/or addicted individuals. Also, if
substance-abusing employees do not seek treatment, they can lose their jobs due to low
productivity, workplace accidents, and/or absenteeism. This issue not only is a problem for the
substance-abusing employee; it is also a problem for their co-workers and employers. Similar to
a family environment, the abusing individual can affect their colleagues’ productivity and
wellbeing (Lehman, Farabee, & Bennett, 1998). Employers are faced with increased worker
compensation claims, healthcare costs, and employee retention issues (Reynolds & Lehman,
2003).
Thus, most illicit drug users are in the workforce and this use can cause problems for the
employees themselves, as well as their coworkers, and the organization. Given these conclusions,
there would seem to be great utility in “meeting individuals at their workplaces”. Specifically,
organizations could provide Employee Assistance Programs (EAPs) for substance abuse issues

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to help employees access treatment they otherwise may not seek. Furthermore, having an
effective and utilized substance abuse program within the company EAP would limit and help
reduce these problematic employee outcomes and behaviors.
Despite these ideas, studies seeking to understand and improve such programs within the
food service industry are lacking. There are numerous studies on EAP utilization rates for
substance abuse treatment for various other industries and occupational groups including unions,
manufacturing plants, municipal employees, and business professionals (Bennett & Lehman,
2001; Delaney, Grube & Ames, 1998; French, Dunalp, Roman & Steele, 1997; Hopkins, 2008;
Jacobson & Sacco, 2011; Kelly, Holbrook & Bragen, 2008; Lehman et al., 1998; Reynolds &
Lehman, 2003; Strickler, Reif, Merrick, Hogan & Hiatt, 2012). However, no research appears to
exist on the factors that predict use of these programs or on program effectiveness – in food
services – the industry with the highest risk for substance abuse (Zhu, Twes, Stafford & George,
2011).
Giving this significant gap in the literature, this project seeks to review existing research
and conduct a study to answer the question of what factors increase the likelihood for individuals
to seek help through an EAP for substance abuse treatment within the food service industry. This
answer will offer the industry information on how supervisors and human resource managers can
effectively promote and communicate their substance abuse programs to at-risk and addicted
employees. The ultimate objective is to use the current findings to engage this vulnerable
population and increase help-seeking behavior and increase workplace productivity.
This project is designed to provide information for human resource managers, supervisors,
and EAP professionals. The project can help educate human resource managers and supervisors
regarding their role in identifying employees who may be struggling with substance abuse and

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(e.g., by providing guidance for referring those individuals to the company EAP). Also, the
results of this study can assist EAP professionals to effectively customize substance abuse
programs targeted to clients in food services to increase utilization rates. Lastly, the results of the
project are intended to allow food service HR personnel to better communicate their substance
abuse program to their employees to increase productivity, and decrease employee turnover,
workers compensation claims, and healthcare costs.
Interdisciplinary Rationale
Answering the primary study question - what are the factors that will increase the
likelihood of EAP utilization for substance abuse issues? - requires an interdisciplinary approach.
This project directly relates to the interdisciplinary concentration of Health Organizational
Management, which utilizes the disciplines of business, psychology, and health. As represented
in Figure 1, each discipline contributes to understanding workplace substance abuse issues and to
bridging the gap on how to motivate this population to engage in treatment. The business
literature provides background information on factors that affect productivity and regarding how
to create and provide an effective EAP for an organization. The business discipline alone would
not be sufficient to achieve the goal of this project, as there is a gap in understanding individual
motivational factors that enhance behavior change in employees and the disease of addiction that
would require organizational psychology and health insights.
The psychology lens provides insight on human behavior and internal and external
motivational factors that enhance behavior change in employees. Psychology studies provide
insight on alcohol and drug relapse and how it is part of the process of change. For instance, the
transtheoretical model of change developed by Prochaska and DiClemente includes five stages:
precontemplation, contemplation, preparation, action, and maintenance allow us to understand

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the process one goes through when making a decision to change a behavior (Prochaska et al.,
1992). Business and psychology together would not complete this project, as the health
discipline would be needed to address and provide scholarly conversations on the disease of
addiction.
The health lens brings context on the disease of addiction and how it affects employees’
productivity as well on the obstacles employees may face in obtaining treatment (HHS, 2016).
Thus, the health discipline will cover the essential issues of addiction to include shame around
the disease, stigma, and lack of awareness of individual health issues and how they contribute to
the problem. The relevant literature will provide knowledge on the subject of substance abuse
and on how to go about providing help and education within the workplace to overcome
unhealthy behaviors such as substance abuse. These three disciplines combined can provide a
holistic approach to find the answer on how to increase EAP utilization rates for substance abuse
in the food service industry, in turn, yielding a healthier and more productive workforce.

Factors that increase 
the likelihood of EAP 
utilization for 
substance abuse  
within Food Service 
industry 

Productivity of 
Employees 

Business 

Motivation to 
Change 

Psychology 

Addiction  

Health 

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Figure 1. Interdisciplinary Approach. This figure illustrates the interdisciplinary approach for the
goal of the investigative project.
Literature Review
Drug and Alcohol Use in the Food Service Industry
There are numerous studies from different countries confirming that food services has the
highest alcohol and illicit drug usage among all industries (Cooke & Schlenger, 2002; Frone,
2005; Kitterlin, Curtis, & Cervera, 2015b; Kitterlin, Moll, & Moreno, 2015a; Kjaerheim,
Mykletun, Aasland, Haldorsen & Andersen, 1995; Larsen, 1994; Pidd, Roche, & BusimanPijlman, 2011; Tutenges, Bogkjaer, Witte & Hesse, 2013, Zhu et al., 2011). For instance, a study
from Norway evaluated the entire service industry and indicated that the food services had the
highest alcohol use (Larsen, 1994). Similarly, a national Australian study across all occupations
also found that the food service industry had the highest rate of alcohol use 3.5 times more than
other occupations. Furthermore, illicit drug use on the job was two to three more times common
compared to other occupations (Pidd et al., 2011). Similarly, U.S. statistics confirm the food
service industry is associated with the highest rate of substance use disorder compared to all
other occupations (SAMHSA, 2015).
Within the food service industry certain occupations such as bartenders are in a risky work
environment as violence, stress, and pressure to drink contribute to alcohol abuse (Kitterlin et al.,
2015b; Tutenges et al., 2013; Zhu et al., 2011). A study from Denmark involving 58 different
nightlife establishments and 424 bartenders found that one in three bartenders felt pressured to
drink during his/her shift (Tutenges et al., 2013). Tutenges, et al. also found that 71% of
bartenders consumed over five drinks in one shift at least once a month (pg. 4902). In addition to
alcohol abuse, a survey conducted at a Miami, FL nightclub establishment confirmed that

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stimulant abuse by bartenders and hostesses is accepted by their supervisors and peers and at low
dosage is believed to enhance their performance and result in better customer service skills
(Kitterlin et al., 2015b).
Similar to bartenders, servers and cooks are vulnerable to substance abuse. A survey by
Kjaerheim et al. (1995) in Norway found three variables that predicted heavy drinking in the
occupation – household type, social modeling, and whether or not the workplace alcohol and
drug policies were enforced. Kjaerheim et al. explained that the most impactful factor was
modeling behavior as individuals who observe a co-worker using alcohol are more likely to use
as well (pg. 1489).
Overall, the industry at large is susceptible to addiction as cash tips and multiple shifts are
predictors of substance abuse as is the environment of the food service industry (Zhu et al.,
2011). The researchers stated that having cash in hand could impair impulse control in the
presence of the substance (Kitterlin et al., 2015a; Zhu et al., 2011). Kitterlin et al. (2015a), report
the employment of a young workforce, shift work, low supervision, and the workplace norms of
“drinking after shift” are additional factors to substance abuse in the food service industry (pg.
182). Surprisingly, Zhu et al., explain that those with evening shifts were less likely to engage in
such use (although this may have been because the study participants were college students who
had class obligations before the evening shift during the day). In contrast, Frone (2005) found
that, among adult professionals, working evening shifts was a predictor of substance use.
Employee Assistance Programs (EAPs)
A way to address this substance abuse issue in the workplace is through an EAP (Bennett
& Lehman, 2001; Cooke & Schlenger, 2002; Delaney et al., 1998; French et al., 1997; Hopkins,
2008; Jacobson & Sacco, 2011; Kelly et al., 2008; Osilla, Cruz, Miles, Zellmer, Watkins,

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Larimer, & Marlatt, 2010; Reynolds & Lehman, 2003; Strickler et al., 2012). An EAP is a
workplace program to deal with substance abuse or other issues that affect the employees’
performance on the job (Anderson & Larimer, 2002).
There are numerous studies on EAP utilization rates and strategies to increase engagement
for substance abuse treatment in various industries/occupations including union manufacturing
plants, municipal employees, and business (Bennett & Lehman, 2001; Delaney et al., 1998;
French et al., 1997; Hopkins, 2008; Jacobson & Sacco, 2011; Kelly et al., 2008; Lehman et al,
1998; Reynolds & Lehman, 2003; Strickler et al., 2012). However, despite the prevalence of
drug and alcohol problems within the food service industry (Cooke & Schlenger, 2002; Frone,
2005; Kitterlin et al., 2015a; Kitterlin et al., 2015b; Kjaerheim et al., 1995; Larsen, 1994; Pidd et
al., 2011; Tutenges et al., 2013, Zhu et al., 2011); studies examining how to increase employee
participation and awareness in these programs within this industry are lacking (Allen,
Hammerback, Harris, Hannon, & Parrish, 2015; Hammerback, Hannon, Harris, Clegg-Thorp,
Kohn, & Parrish, 2015; Kitterlin et al, 2015a).
Existing Substance Abuse Prevention Efforts within Food Services. Low-wage
industries, which include food services, are left behind when it comes to health promotion
benefits such as EAPs (Allen et al., 2015; Hammerback et al., 2015). Many low-wage employees
do not feel valued and employers do not want to invest in long-term health prevention efforts
without a strong business case (Allen et al., 2015). According to Department of Labor, the
percentage of companies that offer EAPS within the food service industry is one of the lowest at
23%, with the highest for education, utilities, and information management at 80% (Department
of Labor [DOL] 2016). A study by Hammerback, et al (2015), provided feedback from
employees in low-wage industries that included food services. Many respondents had minimal

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awareness and experience using any type of health promotion program, and also felt that their
supervisors did not value their health. This is parallel with a study by Kitterlin, et al (2015a) that
substance abuse prevention efforts in food services were non-existent and employees never saw
efforts being enforced if there were such programs in place.
As discussed above, there is a lack of research and availability of substance abuse
prevention efforts within food services in particular regarding ways to increase utilization for
EAPs. There is one exception however as a study by Bennett, Lehman, and Reynolds (2000)
introduced a team awareness training to decrease workplace substance abuse and influence helpseeking behavior. This workplace training that included lectures and workshops, was adapted to
be applied to young restaurant workers (Bennett, Aden, Broome, Mitchell, & Rigdon, 2010). The
results of the training efforts increased workplace awareness and communication and decreased
stigma of help-seeking behavior for alcohol and drug concerns – in particular binge drinking and
marijuana use in restaurant workers (Bennett et al., 2010).
Overall Demographics and Internal Factors for EAP Utilization
Despite the lack of research in this particular industry, there is a great deal of scholarly
research on individual demographic factors that influence utilization of EAPs such as gender,
race and marital status, level of education, job tenure, and ages across different occupations
(Delaney et al., 1998; French et al., 1997; Jacobson & Sacco, 2012; Strickler et al., 2012). For
example, in one study, African American males were almost twice as likely to seek help through
their company EAP for substance abuse as their white male counterparts (Jacobson & Sacco,
2012). Similarly, Delaney et al. (1998) revealed that African American males were more likely
to seek assistance from their company EAP when support from management was present. The
same study showed that females were more likely than males to ask for help through EAPS and

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those females were less likely to rely on peer and supervisor support for assistance. In addition,
younger employees were less prone to use the EAP than their older colleagues, perhaps due to
lack of self-awareness (Delaney et al., 1998).
Studies also have evaluated education as predictor of EAP usage. A study by Strickler
and colleagues (2012) found that highly educated males were less likely to seek help through
their company EAP and would ask for family and friend support instead. This is in congruence
with Delaney et al. (1998) findings that highly educated individuals are less likely to seek help
through their company EAP. As Stickler and colleagues (2012) point out, this could be because
highly educated males more likely have substantial health benefits and may seek outside
assistance from a substance abuse professional or therapist outside of their company EAP.
Another predictor of EAP help-seeking behavior is marriage, as Jacobson and Sacco
(2012) noted marital status was positively related to utilization of EAP. In contrast to many of
these findings, though, French et al. (1997) note that gender, race, and marital status had no
significance in motivational factors in their study across six different worksites to use the
company EAP; however reported job tenure suggests higher utilization.
Workplace Environment and External Factors.
Another set of factors that may influence EAP utilization is workplace support. French
and colleagues (1997) point out that supervisors and EAP providers play an important role to
increase EAP utilization as they can help encourage employees by providing education and
awareness to increase trust in the program and confidentiality. Here too, Bennett and Lehman
(2001) state that employee trust in EAPs and management and group confidentiality are major
factors in utilization. Social support that includes peer and supervisor encouragement is a key
factor in an employee to utilize an EAP (Bennett & Lehman, 2001; Delaney et al., 1998;

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Hopkins, 2008). Hopkins (2008) notes that supervisors have a substantial influence on an
employee’s behavior towards EAPs and organizations should prepare their supervisors to
intervene when necessary. Reynolds and Lehman (2003) in a study for municipal employees,
suggest that organizations should include training programs to increase knowledge and
awareness of EAPs and policies to increase employee utilization and lower the stigma of
addiction. In line with these findings, Bennett and Lehman (2001) note that team-oriented and
informational training about EAPs and substance abuse among peers in the workplace correlate
to increased utilization and peer encouragement which also increases belief that the program is
effective.
Another factor reported as an increase in EAP utilization for substance abuse is being part
of a healthy team environment with group cohesion (Bennett & Lehman, 2001; Delaney et al.,
1998; Reynolds & Lehman, 2003). From a sample of substance abuse participants that utilized
treatment in the past, stated that having a toxic workforce, which includes co-workers that
engage in substance abuse, could be harmful to a non-using employee and create a negative work
environment (Jacobson & Sacco, 2012). Substance-using behavior affects the work environment
and can lead to distrust in management for not doing something about the disruptive employee
(Lehman et al., 1998). Similar research proposes a healthy environment is needed for an EAP to
be utilized as Bennett and Lehman (2001) found that, in a study of municipal employees, those
less tolerant of an unhealthy environment are more likely to use an EAP.
How companies communicate their EAP programs for substance abuse can determine
utilization rates (Bennett & Lehman, 2001). Hopkins (2008) reported when employees are
referred in an informal setting they are more likely to seek assistance. Bennett and Lehman
(2001) stated creating wellness programs to include other health factors than just one may be

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more effective and lessen the stigma of an EAP. This is consistent with Kelly et al.’s (2005) case
study on the company Ceridian suggestion that when an EAP is integrated with additional
services it is more effective than having the plan focus on one risk factor such as substance
abuse.
Motivation Factors for Behavior Change
There are numerous studies on factors that enhance motivation to change one’s behavior
within the area of addiction that include internal and external factors (Brunelle, Bertrand,
Landry, Flores-Aranda, Patenaude & Brochu, 2014; DiClemente, Doyle & Donovan, 2009;
Prochaska, DiClemente & Norcross,1992). The transtheoretical model of change developed by
Prochaska and DiClemente includes five stages: precontemplation, contemplation, preparation,
action, and maintenance. This model is a process of steps one goes through when making a
decision to change a behavior. They found in their research that rehabilitation services for
addiction geared towards individuals going through one stage of change within the first month
are more likely to take action on a healthier behavior on their own (Prochaska et al., 1992).
However, many people suffering from addiction do not progress through the stages in
order. Rather, addiction can be a revolving “spiral model” as many individuals relapse and
regress a stage or two before maintenance is achieved again. However once individuals revert
they learn from recent efforts and have higher success rate to change (Prochaska et al., 1992).
Burnelle et al. (2015) also agreed that it may take several years for individuals to remain sober.
Relapse, among other factors, is a motivation to change. In support of this notion, a study
conducted in Canada with 127 drug-dependent adults confirmed that those with increased
relapses had increased motivation to change with lower reports of substance use. Other factors
that enhanced motivation for drug-dependent adults were those that had empathetic, humble, and

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patient caseworkers who were willing to connect them to correct services (Burnelle et al., 2015).
A study among alcohol-dependent individuals currently at the stage of readiness of change
found that it is a complex matter and there is not one factor that predicts change (DiClemente et
al., 2009). DiClemente, et al. (2009) explained that readiness to change is a multi-faceted process
and found that those individuals with positive thoughts about the process of treatment and
admitting there is an issue, with elevated levels of abstinence, had higher motivation to change
than did others. A factor that decreases motivation to change is perceived stress (Diclemente et
al., 2009); which Tutenges et al. (2013) confirmed stress is a factor for high alcohol abuse for
bartenders.
Self-Change and other Workplace Interventions. For individuals who do not seek
assistance for substance abuse, they may be able to change on their own without an EAP or
professional assistance from substance abuse. This was supported in a study by Cunningham,
Sobell, and Sobell (1998) reported individuals are unaware of their ability of self-change and if
people are more aware of their ability to change they are more likely to change their behavior
(pg.403). Self-change is successful with lower severity of alcohol dependence and shorter period
of use. If individuals speak more about their recovery- even if it is on their own - it could lower
the stigma toward alcoholism (pg. 403).
However, not all individuals are capable of self-change and for individuals that have
chronic drug and alcohol dependence the use of interventions to help enable change can include
brief individualized (Anderson & Larimer, 2002; Osilla et al., 2010) and employment-based
interventions (Aklin, Wong, Hampton, Stitzer, Bigelow & Silverman, 2014). Employment-based
interventions motivate the addict to work more, hence receiving higher income. Lower substance
use was the result of this technique that exchanges paid employment for abstinence to reinforce

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long-term sobriety; however lack of funding for these programs is an issue (Aklin et al., 2014).
Another intervention that reduces alcohol consumption and increases productivity is brief
individualized interventions that enhance employee motivation when implemented in the
workplace along with EAPs (Anderson & Larimer, 2002; Osilla et al., 2010). Osilla et al. (2010),
report that providing brief individualized interventions that are personalized to the employee are
in line with Brunelle et al. (2015) that providing patient centered empathetic care is the most
productive environment to enhance change.
Method
Participants and Procedure
Data used in this study were collected through an online survey using the Qualtrics
platform. The survey took approximately fifteen-minutes to complete. It consisted of a series of
questions assessing the current climate within food services in regards to EAP awareness, EAP
knowledge, and factors that potentially would lead to likelihood of seeking help for substance
abuse.
The survey was advertised to full-time employees over the age of eighteen in the food
service industry. A qualification for survey completion was that the individual must have
experienced a negative event in the last year that either affected his/her work, home or social life,
or initiated legal issues caused by alcohol or illicit drug use. Given the factors needed to qualify
to take the survey, it was advertised at various recovery community centers by posting flyers,
social media postings to specific pages for substance abuse and food service industry, and a few
emails to local food service establishments.
The survey advertisements contained links to the anonymous online questionnaire.

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Participants provided informed consent and confirmed eligibility to be qualified to take the
survey. The GMU Institutional Review Board approved the study.
The sample consisted of 104 respondents with 93 responses that were usable. Thirty-four
respondents answered only parts of the survey. The numbers of responses for each question are
included with the results. A total of 60 participants responded to all variable questions, but
stopped at the demographic questions such as age, occupation, sex, race, and job tenure. The
sample of employees was 60% female and 40% male. Caucasians accounted for 86% of the total
sample size and 3% for Asian, African American, and other. The average sample age was 34
years old. The average tenure of employment was 2 years and 32% held more than one job. The
predominant position held was bartender at 48% and managerial positions at 31%.
The data were analyzed to answer the primary question: Which factors will increase the
likelihood for individuals to seek help through an EAP for substance abuse treatment within the
food service industry? This study will provide answers to close the lack of literature on
motivational factors that will increase EAP utilization in the food services workforce for
substance abuse disorder.
Measures
The focus of this study is to explore variables that will increase EAP utilization for
substance abuse disorder in the food service industry by testing the following six hypotheses.
Hypothesis 1: Individuals with greater supervisor and peer support are more likely
to seek help via EAP. Supervision and peer support and group cohesion was measured by
asking employees: “If I ever needed help with a substance abuse issue, my co-workers would be
supportive.” A 4-point Likert-type scale was used for this item from “very likely” to “very
unlikely”. A second question was asked in regards to supervisor support: “If I (or someone else

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in my unit/department) sought help through the company EAP for substance abuse issues, our
supervisor would be supportive.” A 4-point Likert-type scale was used for this item from “very
likely” to “very unlikely” and n/a “my company does not have an EAP”.
Hypothesis 2: Individuals that trust the EAP process are more likely to seek help
than those that do not trust the process. Trust in the process was measured by asking
employees: “If I (or someone else in my unit/department) sought help through the company EAP
for substance abuse issues, we would lose our job.” A second question was asked to measure
trust by asking: “If I (or someone else in my unit/department) sought help through the company
EAP for substance abuse issues and had to take a leave of absence – our job would be there for
us when we return to work from treatment.” Lastly, stigma towards obtaining help for substance
abuse issues would show if they trust the process was measured by asking employees: “If I
sought help through the company EAP for substance abuse issues, I would feel shame.” A 4point Likert-type scale was used for this item from “very likely” to “very unlikely” and n/a “my
company does not have an EAP” was used for the all three questions.
Hypothesis 3: Individuals that are aware of the company EAP are more likely to
seek help. Awareness of the company EAP was measured by asking employees: “Does your
company have an EAP in place?” A “yes” or “no” or “I am not sure” response scale was used for
this item. A second question was asked to determine the knowledge employees have about EAPs
using an open-ended response format: “Please describe your understanding of an EAP?” “What
is it?” “What does it do?” A third question was asked to measure the knowledge of EAP in food
services by asking” “Before taking this survey, had you head of EAP?” Respondents were asked
to reply with a “yes” or “no”.

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Hypothesis 4: Belief in EAP efficacy relates to increase utilization. Expectations or
belief in EAP effectiveness were measured by asking respondents how likely they thought the
EAP would be able to help them if they had a substance abuse problem by asking: “If I (or
someone else in my department/unit) sought help through the company EAP, the program would
be effective”. A second question was asked to measure efficacy: “How likely would you be to
recommend the EAP to a coworker who you thought needed help with substance use issues?” A
7-point Likert-type scale was used for both questions from “extremely likely” to “extremely
unlikely” and n/a “my company does not have an EAP”.
Hypothesis 5: Individuals are more likely to seek help for alcohol and drug
problems via their EAP if it is promoted as an overall wellness program. In regards to how
an EAP is promoted, participants were asked: “I would participate in my company EAP if the
program includes other wellness factors (such as nutrition advice, a smoking cessation
program).” A follow-up question was asked to employees: “I would participate in my company
EAP if the primary goal of the program is overall wellness.” A third question was asked to
measure how an EAP is promoted can determine utilization by asking: “I would participant in
my company EAP if the program is customized primarily to address substance abuse issues.” A
7-point Likert-type scale was used for the three questions from “extremely likely” to “extremely
unlikely” and n/a “my company does not have an EAP”.
Hypothesis 6: Individuals who believe they have an alcohol or drug problem are
more likely to seek help than those that do not. Self-awareness was measured by asking
employees if they think they have a substance-abuse problem currently by asking: “I identify as
having a current substance abuse problem”. Respondents replied with a “yes” or “no” or “I am
not sure if I have a problem”.

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Other Variables
Drinking and drug use during work hours. Respondents were asked how often they
had at least one full alcoholic drink and/or used illicit drugs including during lunch and work
breaks the past 60 days. Respondents were scored from “every day or almost every day” to
“never or almost never”.
Overall heavy drinking/drug use. Respondents were asked how many days they drank
an alcoholic beverage or used an illicit drug in the past 60 days and the quantity for each on
those days. Respondents were scored by the number of days they had an alcoholic drink and/or
illicit drug and the quantity on those days. Respondents were also scored by number of days
they had five or more drinks at one time.
Utilization. Respondents were asked: “Have you used your company EAP?” A “yes” or
“no” or “I am not sure” response was required. If they answered “yes”, they then were asked:
“Have you used your company EAP for substance abuse?” A “yes” or “no” was required. A
third question was asked to those that have not used their company EAP in the past: “If your
company does have an employee assistance program, how likely are you to seek help through
it?” A 7-point Likert-type scale was used for this item from “extremely likely” to “extremely
unlikely” and n/a “my company does not have an EAP”. A fourth question was asked to measure
utilization of EAP outside of just substance abuse: “Have you utilized your company EAP for
factors not related to substance abuse such as stress management, weight management, family
counseling, etc”. Respondents were asked to respond with a “yes” or “no” or n/a “my company
does not have an EAP.”

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Substance abuse in the workplace. Respondents were asked to measure the rate of toxic
environment in which they work in by being asked: “I know someone at work who has a current
substance abuse problem.” With a “yes” or “no” response.
Results
Frequency of Alcohol During Work Hours
Respondents were asked, how often have they had at least one full alcoholic drink
(including work breaks and lunch) during work hours. Out of 93 responses: 28% responded with
every day or almost every day, 26% responded with frequently, 17% stated rarely, and 29%
replied with never.
Frequency of Drug Use During Work Hours
Respondents were asked, how often have they used illicit drugs (including work breaks
and lunch) during work hours. Out of 93 responses: 3% responded with every day or almost
every day. 6% responded with frequently, 14% stated rarely, and 74% replied with never.
Frequency of Alcohol Overall
Respondents were asked, in the past 60 days, about how many days have you had an
alcoholic drink (including work and non-work time)? Figure 2 below shows the frequency and
quantity on average of overall alcohol usage by number of days out of 93 responses. Figure 2
illustrates 40 days was the average number of days out of 60 that participants had an alcoholic
drink. In addition, the participants provided the number of drinks they usually had on those days.
Figure 2 shows average response was five numbers of drinks per day with an average of 16 days
out of 60 where they had five or more drinks.

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20 

 

40
35
30
25
20
15
10
5
0
# days had alcoholic # of drinks on those
drink
days

# days had five or
more drinks

Past 60 days Overall Alcohol Usage

Figure 2. Past 60 days overall alcohol usage. This figure illustrates number of days of overall
alcohol usage within the past 60 days.
Frequency of Drug Use Overall
Respondents were asked in the past 60 days about how many days have they used an
illicit drug (including work and non-work time). Figure 3 illustrates the average number of
responses for overall illicit drug usage by number of days and quantity out of 93 responses. The
average response was 12 days out of 60 that participants used an illicit drug and, out of those
days, they used the drug four times on each day with average of ten days using drugs more than
once.

 FACTORS TO INCREASE UTILIZATION OF EAPs

21 

 

12
10
8
6
4
2
0
# of days used a
drug

# of times you used
drug on those days

# days used drug
more than once

Past 60 days Overall Illicit Drug Usage

Figure 3. Past 60 days overall illicit drug usage. This figure illustrates number of days of overall
illicit drug usage within the past 60 days.
EAP Availability
Respondents were asked if their company has an EAP in place. Out of 71 responses: 16%
reported yes, 57% reported no and 25% did not know either way.
EAP Utilization
Respondents were asked if they used their company EAP. The following results are from
71 responses. 1% said yes and 83% said no. In regard to substance abuse, respondent were asked
if they did use the company EAP, if it was for substance abuse. The following results are from 68
responses. 100% of respondents said no. When asked how many people do they know (not
including themselves) have used their company EAP for substance abuse, the response was nine
others out of 76 responses.

 FACTORS TO INCREASE UTILIZATION OF EAPs

22 

 

Respondents were also asked: If your company does have an EAP how likely are they to
seek help? Out of 63 responses: 4% extremely likely, 3% moderately likely, 7% slightly likely,
9% neither likely nor unlikely, 6% slightly unlikely, 6% moderately unlikely, 9% extremely
unlikely, and 52% responded with “my company does not have an EAP.”
Coworker/Supervisor Support
To assess the importance of the climate of support systems in employees’ work
environments, respondents were asked, if they needed help with a substance abuse issue, would
their co-workers would be supportive. Figure 4 below illustrates the percentage of how likely
employees’ co-workers would be supportive with substance abuse issues. The following results
are from 76 responses. 50% responded with very likely, 39% with somewhat likely, 4% with
somewhat unlikely and 7% very unlikely. Figure 5 below, represents the results by percentage to
the question regarding, if participants sought help through their company EAP for substance
abuse issues, how likely their supervisor would be supportive. The following results are from 71
responses. 26% indicated very likely, 11% somewhat likely,7% somewhat unlikely, 4% very
unlikely and 53% reported, “my company does not have an EAP”.

50%
40%
30%
20%
10%
0%
Very Likely

Somewhat
Somewhat
Likely
Unlikely

Very
Unlikely

If I ever needed help with a SA issue my coworkers would be supportive.

 23 

FACTORS TO INCREASE UTILIZATION OF EAPs
 

Figure 4. Co-worker support. This figure illustrates percentage of how likely a co-worker would
be supportive to employee with substance abuse issue.

60%
50%
40%
30%
20%
10%
0%
Very Likely Somewhat
Likely

Somewhat
unlikely

Very
unlikely

My
company
does not
have EAP

If I ever neeeded help with a SA issue my supervisor would be
supportive.

Figure 5. Supervisor support. This figure illustrates percentage of how likely a supervisor would
be supportive to employee with substance abuse issue.
Trust
Trust was measured by the employee sense of security in employment and in the EAP
process. Shown in Figure 6, out of 76 responses, blue represents, if participants sought help
through EAP for substance abuse issues, the percentage of how likely it would be that they
would lose their job. 29% said very unlikely and 8% said somewhat likely and 9% said
somewhat unlikely, 0% said very likely and 54% said, “my company does not have an EAP”.
Red represents the percentage of how likely the employee would feel shame if they sought help.
14% said very likely, 29% said somewhat likely, and 9% said somewhat unlikely, 11% very
unlikely and 39% said, “My company does not have an EAP”. Green represents the percentage
of likelihood if they sought treatment their job will be there for them when they return and 1%

 24 

FACTORS TO INCREASE UTILIZATION OF EAPs
 

responded with very likely, 20% somewhat likely, 11% with somewhat unlikely, 3% with very
unlikely and 53% said, “my company does not have an EAP”.

60%

If I or someone else sought help
through EAP for SA issues we
would lose our job

50%
40%
30%
20%

If I sought help for SA I would feel
shame

10%
0%

If I or someone else sought help
through EAP for SA and had to
take a leave of absence our job
would be there for us when we
return from treatment

Figure 6. Trust. This figure illustrates various trust variables by percentage of how likely
employees trust the process of an EAP.
EAP Awareness
Respondents were asked if they knew what an EAP was before taking this survey. Of 58
responses, 41% responded “yes” and 60% said “no”.
Efficacy
To find out if employees believe the EAP would be effective, respondents were asked if
they or someone they knew in their company sought help through the EAP it would be effective.
Figure 7 illustrates data from 60 responses and the blue bar represents the belief that the program
would be effective. 8% reported extremely likely, 12% reported moderately likely, 5% reported
slightly likely, 18% reported neither likely nor unlikely, 0% slightly unlikely, 18% reported

 25 

FACTORS TO INCREASE UTILIZATION OF EAPs
 

moderately unlikely, 2% extremely unlikely, and 55% reported, “my company does not have an
EAP”. In addition to reporting about efficacy, respondents were asked how likely they would be
to recommend the EAP to a coworker who they thought needed help with substance abuse issues.
The red bar in Figure 7 shows 13% stated extremely likely, 12% moderately likely, 5% slightly
likely, 5% neither likely nor unlikely, 3% slightly unlikely, 18% responded moderately unlikely,
7% extremely unlikely, and 55% reported, my company does not have an EAP” out of 60
responses.

60%
50%
40%
30%
20%
10%
0%

If I or someone in my unit sought
help through EAP it would be
effective
I would recommend a coworker if
I thought they needed help with
SA to the EAP

Figure 7. Efficacy. This figure illustrates how likely employees believe the EAP would be
effective.
Wellness Program
Figure 8 data is from 65 responses and provides percentages of wellness factors that
would likely increase utilization of an EAP for substance abuse. The blue bar represents
percentages to the question if the EAP included other wellness factors (such as smoking

 26 

FACTORS TO INCREASE UTILIZATION OF EAPs
 

cessation and nutrition advice) they would be more likely to use the program. 12% reported
extremely likely, 11% reported moderately likely, 15% reported slightly likely, 3% reported
neither likely nor unlikely, 0% slightly unlikely, 0% moderately unlikely, and 5% extremely
unlikely and 52% reported, “my company does not have an EAP.” When asked if they would
participate in an EAP if the program is customized primarily to address substance abuse, the red
bar in Figure 8 shows the percentages of 0% reported extremely likely, 6% reported moderately
likely, 11% reported slightly likely, 14% reported neither likely nor unlikely, 2% reported
slightly unlikely, 6% moderately unlikely and extremely unlikely, and 54% reported, “my
company does not have an EAP” out of 65 responses. The results regarding whether they would
participate if the primary goal is overall wellness appear in Figure 8 where the green bar reveals
12% said extremely likely, 23% moderately likely, 5% slightly likely, 2% neither likely nor
unlikely, 5% slightly unlikely, 2% moderately unlikely, 3% extremely unlikely, and 54%
reported, “my company does not have an EAP” out of 65 responses.

60%
50%
40%
30%
20%
10%
0%

I would participate if program
includes other wellness factors
such as nutrition advice and
smoking cessation
I would participant in program that
is customized primarly to address
substance abuse
I would participate in my company
program if primary goal is overall
wellness

 FACTORS TO INCREASE UTILIZATION OF EAPs

27 

 

Figure 8. Wellness. This figure illustrates various wellness variables by percentage of how likely
employees would utilize an EAP for substance abuse if advertised as a wellness program.
Self-Awareness
Figure 9 represents the percentage of individuals out of 60 that reported having a current
substance abuse problem as18% reported “yes” they have a problem with 53% responding “no”
and 28% “not sure” out of 60 responses. Figure 10 represents the percentage of individuals that
know someone at work who has a current substance abuse problem with 53% reported “yes”
with 45% reported “no” out of 60 responses.

I identify with having a substance
abuse problem
yes

no

28%

not sure

18%

54%

Figure 9. Self-awareness. This figure illustrates the percentage of individuals currently identify
of having a substance abuse problem.

 FACTORS TO INCREASE UTILIZATION OF EAPs

28 

 

I know someone at work with a
substance abuse problem
yes

no

45%
55%

Figure 10. Knowledge of someone at work with a substance abuse problem. This figure
illustrates the percentage of people that know someone at work that has a substance abuse
problem.
Analysis and Interpretation
The results from this survey are consistent with existing literature showing that substance
abuse is a common issue within the food service industry (SAHMSA, 2015). 54% of respondents
reported having at least one full alcoholic beverage during work hours almost every day or many
days in the past 60 days. The drug of choice within the survey conducted was alcohol, and those
that reported drinking the average amount consumed was five drinks in one sitting in the past 14
days.
Thus, the food service occupation should have EAPs customized to meet this vulnerable
population to decrease substance abuse and increase workplace wellness. Factors that contribute
to the likelihood of EAP utilization for substance abuse services for food service employees
include supervisor and peer support, trust in management, how the program is advertised, belief

 FACTORS TO INCREASE UTILIZATION OF EAPs

29 

 

in efficacy of program, and employee self-awareness of substance abuse. Existing literature and
survey results provide the following evidence to support this claim.
Supervisor and Peer Support
The hypothesis of individuals with greater supervisor and peer support are more likely to
seek help via EAP has been researched by scholars and prior studies suggest social support that
includes peer and supervisor encouragement is a key factor in an employee to utilize an EAP
(Bennett & Lehman, 2001; Delaney et al., 1998; Hopkins, 2008). In the current research, coworker support was reported as being very likely by 50% of participants, and supervisor support
was reported as being very likely by 26% of participants. The number for supervisor support
could have been higher if the option of “my company does not have an EAP” was not included.
It was not included in the co-worker support question. Given the options the participants had to
select, this information suggests co-worker support is more prevalent than supervisor support.
This information also suggests that these employees have a support system and if they were to
seek help they would feel supported. In contrast, in report by Hammerback et al., food service
employees reported to have low supervisor and peer support, as employees feel neglected and
replaceable (2015). This current survey, states the opposite.
Trust
Furthermore, trust is established by the work environment. When trust is present, it can
increase EAP utilization. The hypothesis that individuals who trust the EAP process are more
likely to seek help than those that do not trust the process is supported by prior research that
suggests employee trust in management and confidentiality are major factors in increased
utilization (Bennett & Lehman, 2001). In contrast, being around substance-using behavior can

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30 

 

lead to distrust in management (Lehman et al., 1998). As over 50% of food service employees in
the current study stated they know someone at work with a substance abuse problem, this could
lead to distrust in management if policies are not enforced to others with substance abuse issues.
However, the survey data displays that the majority of respondents stated that, if they sought
help for substance abuse, they would not lose their job. This suggests an accepting climate for
this work group for help-seeking behavior. In addition, they reported that if they had to take a
leave of absence, their job would be there when they return from treatment. This further suggests
the work environment that majority of respondents are in is a trusting atmosphere.
Awareness of EAP
Lack of awareness of what an EAP is and the availability of it to food service employees
is an issue as this industry has the highest rate of substance abuse (SAMHSA, 2015) and lowest
EAP availability (DOL, 2016). The hypothesis that if individuals are aware of the company EAP,
they are more likely to seek help is supported by both existing literature and the food service
employee survey. Reynolds and Lehman (2003) found when municipal organizations provide
training programs to increase knowledge and awareness of EAPs the results increase employee
utilization and lowers the stigma of addiction. This type of training program would be beneficial
when addressing the food service industry, as when survey respondents were asked if they knew
of what an EAP was, 60% of participants said “no” and 100% responded “they never used an
EAP for substance abuse”. In addition 25% stated they “did not know” if their company had an
EAP and 57% said that their current place of employment had an EAP with only 16% reporting
that their company currently offers EAPs. Prior awareness of policies will increase utilization
and decrease negative consequences (Kitterlin et al., 2015a). This information further validates
this issue of awareness and need of EAPs within the food service industry.

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31 

 

Efficacy
The existing literature suggests that belief in EAP efficacy relates to increased utilization
(Bennett & Lehman, 2001; Kelly et al., 2005). The hypothesis that EAP efficacy relates to
increased utilization was supported by the current survey results, as there is a low trust factor of
EAP efficacy, which correlates with 100% of respondents stating that they have not used an EAP
for substance abuse. This further confirms that, in order for an EAP to be utilized, the employees
would need to believe it would be effective.
Wellness
The hypothesis if an EAP is advertised as an overall wellness programs that it will
increase utilization also held true for food service employees. The survey respondents stated that
they were moderately more likely to utilize in an EAP if the primary goal of program is overall
wellness by 23% compared to 6% moderately unlikely and extremely unlikely. This correlates to
the stigma associated with addiction as 14% responded that they would very likely feel shame if
they sought help as well as 29% survey respondents stated somewhat likely. Programs that are
communicated to employees as an overall wellness initiative instead of substance abuse would
seem to increase utilization. Consistent with existing research, when the plan is integrated with
additional services, it is more effective than having the plan focus on one risk factor only (Kelly
et al., 2005).
Self-Awareness
The hypothesis that individuals who believe they have an alcohol or drug program are
more likely to seek help may hold true for food service employees. Only 18% report having a
substance abuse problem and only one person sought help outside of work for substance abuse

 FACTORS TO INCREASE UTILIZATION OF EAPs

32 

 

and the remaining did not report any help-seeking behavior. This signifies that many of the food
service employees do not think they have a substance abuse problem. However, this contradicts
the self-report that overall drinking behavior was five or more drinks on average 14 days out of
the last 60 days. Similarly, drug usage was self-reported as four times on each day of use of 12
days out of 60. However, when asked how likely they are to use their company EAP the majority
reported slightly likely through extremely unlikely as this could suggest denial in current
substance abuse self-awareness. This is an example of a group of individuals that are not selfaware of the extent of their substance abuse thus are not likely to seek help.
Limitations
There were a few limitations involved in this project. Obtaining accurate reports of
substance abuse activity from individuals can be challenging. As medical records are
confidential and have strict rules for revealing information, self-report was the only available
way to obtain information for this study. As individuals may minimize their substance use with
self-report, these results may not perfectly mirror those form actual treatment records.
In addition, the survey was advertised through social media and by referrals and through
acquaintances. This is called the “snowball sampling” as the survey starts with one person and
then shares it with a group and then the group passes it on and so forth. Some may feel obligated
to complete the survey even if they do not meet criteria. However, in order to obtain this
information – social media was the best way to seek out information due to the subject of the
survey.
Lastly, the survey arguably would have produced more (meaningful) results if it did not
contain the “my company does not have an EAP” response option. Haven provided respondents

 FACTORS TO INCREASE UTILIZATION OF EAPs

33 

 

with the opportunity to answer each question “hypothetically” may have provided more insight
regarding how likely they would us an EAP for substance abuse. The majority of respondents’
companies did not have an EAP. That could have been assessed with one question rather than
having that as an option in all questions.
Recommendations
The survey findings provide support to provide a first step in how to communicate and
customize EAPs to food service employees. The lack of self-awareness about individual
substance abuse and lack of trust and knowledge of EAPs seems to be the area that requires most
attention. A practical recommendation to HR and EAP professionals is to learn new ways to
increase awareness and improve communication among those struggling with substance abuse.
Employee training programs on EAPs should be conducted throughout the year. Just as
companies provide healthcare informational sessions, they should provide EAP informational
sessions to review the program benefits and process. In addition, companies can invest time and
resources in a team resilience training that provides role-play activities to simulate referring an
employee to an EAP. Increasing communication efforts with training on how an employee can
seek help can make the situation more familiar and comfortable. Once training is completed,
supervisors can pick one or two to train new-hires as needed on an as needed basis. As Bennett et
al, (2010) explained customized training increased awareness of alcohol and drug risks and
increased help-seeking behavior for young restaurant workers.
Another way to increase communication of substance abuse disorders is to have speakers
who are in recovery come speak about their struggles and what tools and techniques helped
them. The speakers should be currently working in food services or worked in the industry. This

 FACTORS TO INCREASE UTILIZATION OF EAPs

34 

 

will make the speaker more credible then having a random person speak to this population. The
more addiction is communicated the less it is stigmatized.
Unfortunately, stigma is a big issue within this survey sample and as a worldwide issue.
As the survey results show, if employees are approached with a wellness package that includes
substance abuse prevention along with other factors it may be more appealing to this population.
Food industry should take this into consideration when targeting their employees to utilize their
EAP programs. As research has proven, one is more likely to seek treatment if it is advertised as
an overall wellness program than a substance abuse program.
The survey findings conclude that the food industry sample has high support from coworkers and supervisors, which creates a healthy environment when an EAP is in place.
However, low trust in program efficacy, awareness, and high stigma are areas that need to be
improved. If companies can integrate training to increase EAP and substance abuse awareness
and efficacy in programs and better communicate policies, it could lead to a much more healthier
and productive workforce. In addition, future studies could be done to focus on the employer
side to assess the attitude of substance abuse programs and EAPs as those programs are not
standard practice in food service industry as other occupations.
Conclusion
The number of individuals who fail to seek treatment for substance abuse is an ongoing
epidemic (HHS, 2016). Many of these individuals are employed and have resources available to
them; however many of them may be unaware of the existence of such programs or unwilling to
use them. The consequence of the lack of use includes reduced business productivity and
employee morale, higher levels of absenteeism, and workplace injury (International Foundation

 FACTORS TO INCREASE UTILIZATION OF EAPs

35 

 

of Employee Benefit Plans, 2016). The workplace that provides EAPs can meet these at risk
employees at their places of employment. Enhancing communication efforts to increase
awareness and education need to be in place to help lower stigma of these programs to increase
utilization. To best address this problem, the survey data and research provides an overall
holistic approach to help EAP professionals, HR managers, and food and service personnel to
customize their EAPs to target substance abuse issues and increase utilization for a healthier
workforce.

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U.S. Department of Labor (DOL), Bureau of Labor Statistics. (2016). National compensation
survey. Retrieved from https://www.bls.gov/ncs/ebs/benefits/2016/ownership/prvt_all.pdf
Zhu, J., Tews, M., Stafford, K, George, R.T. (2011). Alcohol and illicit substance use in the food
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Hospitality & Tourism Research, 35, 45-63. doi: 10.1177/1096348010388640

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FACTORS TO INCREASE UTILIZATION OF EAPs
 

Appendix A
Survey on Utilization of Employee Assistance Programs in the Food Service Industry for
Substance Abuse

Thank you for agreeing to participate in this academic research study. -Your responses are completely
anonymous and confidential. -We ask that you please take your time and answer honestly and openly.
Thank you again.

Please respond to each of the following questions with regard to the last 2 months (60 days).

During work
hours, how often
have you had at
least one full
alcoholic drink
(this includes
during lunch and
work breaks)? (1)
During work
hours, how often
have you used
illicit drugs (this
includes during
lunch and work
breaks)? (2)

Every day or
almost every day
(1)

Frequently (Many
days) (2)

m

m

m

m

m

m

m

m

Rarely (A few
days) (3)

Never or almost
never (4)

Please feel free to offer any comments to clarify or expand upon your responses on this page.

 FACTORS TO INCREASE UTILIZATION OF EAPs

42 

 
The following questions pertain to your overall alcohol and drug use (including work and nonwork time)
______ In the past 60 days, about how many days have you had an alcoholic drink? (1)
______ What is the number of drinks usually drunk on those days? (2)
______ In the past 60 days, about how many days have you had five or more drinks at one time? (3)
______ In the past 60 days, about how many days have you used an illicit drug? (4)
______ What is the number of times you used illicit drugs usually on those days? (5)
______ In the past 60 days, about how many days have you used illicit drugs more than once on a given
day? (6)

Please feel free to offer any comments to clarify or expand upon your responses on this page.

Please answer the following questions openly.

If I ever needed help with a substance abuse issue, my co-workers would be supportive.
m
m
m
m

Very likely (1)
Somewhat likely (2)
Somewhat unlikely (3)
Very unlikely (4)

If I (or someone else in my unit/department) sought help through the company employee assistance
program for substance abuse issues, our supervisor would be supportive.
m
m
m
m
m

Very likely (1)
Somewhat likely (2)
Somewhat unlikely (3)
Very unlikely (4)
N/A – My company does not have an Employee Assistance Program (5)

How many people do you know (NOT including yourself) who have used your company’s employee
assistance program for a substance abuse issue?

 FACTORS TO INCREASE UTILIZATION OF EAPs
 
If I (or someone else in my unit/department) sought help through the company employee assistance
program for substance abuse issues, we would lose our job.
m
m
m
m
m

Very likely (1)
Somewhat likely (2)
Somewhat unlikely (3)
Very unlikely (4)
N/A – My company does not have an Employee Assistance Program (5)

If I sought help through the company employee assistance program for substance abuse issues, I would
feel shame.
m
m
m
m
m

Very likely (1)
Somewhat likely (2)
Somewhat unlikely (3)
Very unlikely (4)
N/A – My company does not have an Employee Assistance Program (5)

If I (or someone else in my unit/department) sought help through the company employee assistance
program for substance abuse issues and had to take a leave of absence - our job would be there for us
when we return to work from treatment.
m
m
m
m
m

Very likely (1)
Somewhat likely (2)
Somewhat unlikely (3)
Very unlikely (4)
N/A – My company does not have an Employee Assistance Program (5)

Please feel free to offer any comments to clarify or expand upon your responses on this page.

Does your company have an Employee Assistance Program in place?
m Yes (1)
m No (2)
m I am not sure (3)

Please describe your understanding of an employee assistance program? What is it? What does it do?

43 

 FACTORS TO INCREASE UTILIZATION OF EAPs

44 

 
Have you used your company employee assistance program?
m
m
m
m

Yes (1)
No (2)
I am not sure (3)
Click to write Choice 4 (4)

Have you used your company employee assistance program for substance abuse?
m Yes (1)
m No (2)
Condition: Yes Is Selected. Skip To: End of Block.

If your company does have an employee assistance program, how likely are you to seek help through it?
m
m
m
m
m
m
m
m

Extremely likely (1)
Moderately likely (2)
Slightly likely (3)
Neither likely nor unlikely (4)
Slightly unlikely (5)
Moderately unlikely (6)
Extremely unlikely (7)
N/A - My company does not have an Employee Assistance Program (8)

Please feel free to offer any comments to clarify or expand upon your responses on this page.

I would participate in my company employee assistance program if the program includes other wellness
factors (such as nutrition advice, a smoking cessation program).
m
m
m
m
m
m
m
m

Extremely likely (1)
Moderately likely (2)
Slightly likely (3)
Neither likely nor unlikely (4)
Slightly unlikely (5)
Moderately unlikely (6)
Extremely unlikely (7)
N/A - My company does not have an Employee Assistance Program (8)

 FACTORS TO INCREASE UTILIZATION OF EAPs

45 

 
I would participate in my company employee assistance program if the program is customized primarily
to address substance abuse issues.
m
m
m
m
m
m
m
m

Extremely likely (1)
Moderately likely (2)
Slightly likely (3)
Neither likely nor unlikely (4)
Slightly unlikely (5)
Moderately unlikely (6)
Extremely unlikely (7)
N/A - My company does not have an Employee Assistance Program (8)

I would participate in my company employee assistance program if the primary goal of the program is
overall wellness.
m
m
m
m
m
m
m
m

Extremely likely (1)
Moderately likely (2)
Slightly likely (3)
Neither likely nor unlikely (4)
Slightly unlikely (5)
Moderately unlikely (6)
Extremely unlikely (7)
N/A - My company does not have an Employee Assistance Program (8)

Please feel free to offer any comments to clarify or expand upon your responses on this page.

If I (or someone else in my unit/department) sought help through the company employee assistance
program, the program would be effective.
m
m
m
m
m
m
m
m

Extremely likely (1)
Moderately likely (2)
Slightly likely (3)
Neither likely nor unlikely (4)
Slightly unlikely (5)
Moderately unlikely (6)
Extremely unlikely (7)
N/A - My company does not have an Employee Assistance Program (8)

 FACTORS TO INCREASE UTILIZATION OF EAPs

46 

 
How likely would you be to recommend the employee assistance program to a coworker who you thought
needed help with substance use issues?
m
m
m
m
m
m
m
m

Extremely likely (1)
Moderately likely (2)
Slightly likely (3)
Neither likely nor unlikely (4)
Slightly unlikely (5)
Moderately unlikely (6)
Extremely unlikely (7)
N/A - My company does not have an Employee Assistance Program (8)

Please feel free to offer any comments to clarify or expand upon your responses on this page.

I identify as having a current substance abuse problem.
m Yes (1)
m No (2)
m I am not sure if I have a problem (3)

I know someone at work who has a current substance abuse problem.
m Yes (1)
m No (2)

Please feel free to offer any comments to clarify or expand upon your responses on this page.
If you have NOT utilized your company Employee Assistance Program, or if your company does not
have an Employee Assistance Program, have you sought treatment outside of work?
m Yes, I have sought treatment elsewhere, even though my company DOES have an Employee
Assistance Program (1)
m Yes, I have sought treatment elsewhere and my company does NOT have an Employee Assistance
Program (2)
m No, I have not sought treatment (3)

 FACTORS TO INCREASE UTILIZATION OF EAPs

47 

 
Have you utilized your company Employee Assistance Program for factors not related to substance abuse
such as stress management, weight management, family counseling, etc?
m Yes (1)
m No (2)
m N/A - My company does not have an Employee Assistance Program (3)

Please share any other thoughts about why someone would or would not participate in your company's
Employee Assistance Program for substance use issues.

Please feel free to offer any comments to clarify or expand upon your responses on this page.

Your Age as of today

Sex
m Male (1)
m Female (2)
m Other (please specify (3) ____________________

Race
m
m
m
m
m
m

American Indian or Alaska Native (1)
Asian (2)
Black or African American (3)
Native Hawaiian or Other Pacific Islander (4)
White (5)
Other (please specify) (6) ____________________

 FACTORS TO INCREASE UTILIZATION OF EAPs
 
Which role do you primarily serve in your company?
m
m
m
m
m
m
m
m
m
m
m
m
m

Bartender (1)
Server (2)
Host (3)
Cashier (4)
Catering (5)
Bus person (6)
Manager (7)
Sales (8)
Marketing/PR (9)
Chef (10)
Food Preparation (11)
Expediter (12)
Other (please specify) (13) ____________________

For how many months have you worked at your current place of employment?

Do you have another job?
m Yes (1)
m No (2)

Before taking this survey, had you heard of Employee Assistance Programs?
m Yes (1)
m No (2)

Please feel free to offer any other comments about this survey or comments to clarify your responses.

48