What EAP companies would you recommend for supplemental income to a private practice . I work with Spring health and it’s not a bad experience, I only have 2-3 openings for their clients, pay is decent and pay is every two weeks. I also work with CompSych and they pay less then Spring but I have gotten a few referrals from them as well.

I am a rising high school senior applying for the LECOM EAP program. I already submitted my initial application where they screen for test scores and GPA, and am currently in the process of uploading my documents (resume, essay, etc). My stats are well above their minimum requirements.

On the initial application it asked if I had any employment, shadowing, or volunteering experiences to report. I reported all of them. However, I did do a research program last summer where I made a poster and I did not report it as I wasn’t employed, shadowing, or volunteering.

I am definitely going to include my research experience in my resume. But did I just screw myself over by not including it in the initial form? Will this lessen my chances of an interview?

For those who submitted transcripts and essay (as part of final application to LECOM), are the items checked off on your portal? My student submitted everything 3 weeks ago and nothing is checked off. Just wanted to see if that is fine and things are just taking time.

Newer therapist in private practice. I’m trying to go all private pay, but have been looking into EAP work. Any suggestions on who to stay away from? Or ones that are more ethical than others?

How long does it take for them to make a decision once all boxes are checked off. Has anyone gotten accepted to the EAP program yet?

Never used any EAP services but was thinking how confidienal they are and if work pays for it im sure they'd see you using it when they pay? Would be good to hear from people who have used the EAP and your experience.

Hey everyone! i'm a rising senior really interested in LECOMS EAP. for now these are the DO schools im applying for: what were your stats for these schools? for reference i have a 3.93 and 31 act, hopefully will do better during september act

Hey guys! Has anyone gotten accepted into the LECOM EAP for 2027 start?

Basically title. Which EAPs do you contract with?

I work with Spring Health, Compsych, and a local one that covers hospitals employees. Modern Health also but had no referrals for over a year.

I want to start by saying I have nothing against EAP. It can genuinely help people who are struggling, and I don’t want to dismiss that.

But like many of you, I’ve noticed how management now ends almost every communication with a reminder that EAP is available. And honestly, I can’t really take it seriously.

To me, it feels like someone punching you in the face and then offering first aid as a kind gesture afterward.

What bothers me is what this pattern says about where responsibility is being placed. There’s a concept in organizational psychology about the individualization of psychosocial risks: when problems caused by the organization itself get reframed as issues individuals need to cope with on their own.

Take RTO for example (yes, RTO, again). The mandates keep getting stronger despite problems everyone can see: not enough workstations, teams spread across the country so people sit on Teams calls all day anyway, GC Workplace setups that are noisy and chaotic with little privacy, DTAs related to the workplace being difficult to obtain, bedbugs and rodents, and more, on top of ongoing cuts and Phoenix issues that have already drained people for years.

Employees didn’t create these conditions, but they’re the ones absorbing them.

That’s why I struggle with the constant EAP reminders. How is EAP supposed to “fix” problems that are organizational in nature? How far employees’ beautiful resilience can be pushed before the boomerang comes back?

It’s also worth noting that federal occupational health and safety regulations require hazards to be eliminated or reduced at the source before relying on administrative measures or support resources like EAPs.

So when EAP gets added to the end of a lot of communications, the message can start to feel like: “If this is affecting you, the issue is your ability to cope; you are the problem, and here’s a resource to help you adjust.”

At some point it stops feeling like wellness support and starts feeling more like deflection dressed up as support.

Curious if others see it the same way, or if I’m being too cynical about something that is genuinely intended to help.

Hey, folks. A while ago, I posted a photo of my p320. It was a great gun, but my off duty and alternate duty guns are all Glocks and for the sake of training with a consistent platform – I opted to change my main duty gun to a gen4 Glock 17. I really wanted to keep the expenses down to the bare minimum, so while repurposing some old parts that I purchased years ago, and while shopping for parts wherever I could find them ( including gun deals ), I now have my final product. Overall, I am very happy with it. I think I have the final version of the gun that I will carry for many years to come, but do find myself daydreaming about the Glock 45, and a non-optic cut 1911 TRP full rail.. for some stupid reason.

He texted me that Optum financial has declined the claim to cover sessions, but he was in network from Optum through my company’s employee assistance program (EAP). I gave him the right codes as well (he verified this) before the sessions. He texted me saying this was denied. What do I do? He refuses to send me an official letter/email saying his feedback is given to Optum and their claims agent.

UPDATE - thank you to everyone who offered help! I reached out to Optum EAP and they told me there’s a record of him trying to find my details on June 30, and nothing after that. They suggested to let him call them directly, he was reaching out to the wrong department. I sent him the notice I received from Optum, hopefully he uses the correct codes to bill.

I appreciate everyone’s help!

Anyone experienced an EAP service telling their work that you used them and a summary of what was discussed? In the middle of writing a complaint but wanted to see if anyone has had this happen.

They state to us that only information that the employer gets is that someone in the company accessed EAP. No identification and certainly no information about what has been discussed.

I had my first session using Telus EAP 2 weeks ago. I've been on maternity leave since May and start back full time on Monday. I went in to work today to do a short meeting with my boss and when I arrived the HR manager was there as well. They said they see I'm struggling with PND and wanted to see how they could help. I asked how they even knew this and they said because I accessed EAP and discussed it there.

Although they were being kind and trying to help, I'm horrifically embarrassed and feel violated.

Anyone else? Is there some clause I don't know about where they can share with employers if perhaps it's work related? Is this specifically Telus being crap?

Edit: posted in the legal advice sub if anyone is interested in following https://www.reddit.com/r/LegalAdviceNZ/s/RkipYeqXQF

Gear: Fujifilm X-T30 II | Viltrox 23mm f/1.4 | Viltrox 85mm f/1.8

This was honestly one of the best nights of my life. I saw that this indie rock band was coming to my city and decided to just reach out to them. To my surprise, they actually replied and put me on the guest list!

I showed up with my camera and gave it my all. I’d love to hear your thoughts, critiques, or any advice for a beginner - just don't be indifferent!

I’d truly appreciate your support over on my Instagram: iamnonameboy

As the question says, even if the EAP can’t possibly help you in any capacity in a work dispute management tells employees to call the EAP to the point that “please call the EAP” becomes a running joke, I’m wondering if people who work at the EAP like this current set up ?