Abstract
Employers are increasingly turning to benefits consulting firms to help them plan the management of employee mental health care costs. With evolving employee assistance and managed care programs, employers need to be informed consumers. Direct marketing by EAP vendors is no longer the most effective business strategy. Most employers want to get an impartial third party opinion on what their needs are, the type of program(s) best suited to their organization and which vendor can best meet those needs. Quality and cost are of primary concern. This article addresses the specific elements that are examined by a benefits consultant in review and selection of EAP vendors with a particular emphasis on total quality management.
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