This document summarizes the services provided by John Tuttle, the lead EAP manager at American Airlines. It discusses the EAP's role in assessment, referral, prevention, and handling a variety of personal problems confidentially with support from unions and management. Key services include treatment oversight, return to duty coordination, and relapse prevention programs involving monthly follow ups and testing to help maintain a 75% non-relapse rate among employees, especially for those in safety sensitive jobs.

1. John W. Tuttle LCSW, CEAP, CADC, SAP
American Airlines
Lead EAP Manager
Employee Assistance Program
972-425-7161 1-800-555-8810
John.Tuttle@aa.com
EAPA Conference 3.1.2013

2. • Assessment and Referral
• Prevention
• Handles a Variety of Personal Problems
• Confidential
• Supported by Unions and Management

3. • Family
• Friends
• Legal System
• Health Care
• Job

4. • Safety Sensitive Jobs
• DOT Requirements
• Risk Factors
• Potential for Adverse
Consequences

5. • EAP Oversees Treatment
• The EAP Can Override post-Violation
• Ability to offer a true variety of care levels
• Continuing Care Groups included in most contracts
• The Internal EAP Coordinates the Return to Duty Process

6. • A significant risk factor
is overwork
• Overtime, Working
scheduled days off
• Previous using peers
may be at the job
• Possible embarrassment
regarding treatment

7. • Often done at a treatment facility during primary
• Try to involve union coordinator
• One Year duration
• Individualized plan
• No drinking/using
• Consequences very clear regarding relapse
• The Goal is to have a successful employee

8. • Occur after termination
on a one time basis
• Include undated letter
of resignation
• Permanent part of
employment record
• Supported by Unions
• Have stood up in
arbitrations

9. • Employee calls into • EAP can adjust testing
system Monday-Friday frequency
• Utilize Employee number • Computer indicates
and passcode following day any non-
• Computer directs when compliance
to test

10. • Pre, Mid or Post Duty
• No calling/ Directed to test
• Drug Violations/Observed Follow Up
• If they do not test promptly, it is considered a refusal

11. • Initial phone discussion
• In-Person discussion
• Removal from service
for medical reasons
• Possible termination
under certain
circumstances

12. • Generally Monthly"
• Focus upon relapse
prevention"
• An additional
workplace support"
• Sometimes done in a
group (voluntary)"
• Trigger identification"

13. • Alcohol/Drugs 75%
• This number represents no known relapse during one year post
treatment
• As in other programs, highest relapse rates are with cocaine
and methamphetamine addiction

14. • Good treatment works
• Treatment is cost-effective
• The job can be a huge motivator
• The workplace has the right to insist upon aftercare and testing,
especially for employees in safety sensitive positions.
• Mandatory aftercare and post-treatment testing have a
positive impact upon relapse rates