Employee Assistance Programs
EAP programs are workplace intervention programs designed to impact the productivity of an organization. They have proven very helpful in maintaining the health and productivity of employees, in improving attendance and job performance, and in helping management deal with difficult employees. Studies have shown a $6 to $7 return for every $1 invested an in employee assistance program. We have provided employee assistance services for large and small businesses in Cleveland since 1983. Clients have ranged from ALCOA to Schwebel's Bakery. Programs by PsychSource can be provided on a capitated or fee for service basis.

Pre-Employment Evaluations
PsychSource performs pre-employment psychological evaluations for emergency services departments in Northeastern Ohio. Peace officers, medics, and firefighters are held to a higher standard due to their work, and these exams are part of a selection process that many departments require.

Critical Incident Stress Debriefing
Traumatic incidents, including industrial accidents and crime, can have serious long-term effects on both victims and bystanders. Critical Incident Stress Debriefing is a method for intervening promptly after a traumatic incident in order to minimize the likelihood of long-term distress or disability. This approach has been refined with disaster and emergency services personnel over the last decade and a half and is valuable for anyone who is exposed to a traumatic experience. It is designed to be used shortly (with 72 hours) after a major catastrophe in a work site. Examples of incidents which might call for a debriefing include: on the job death, acts of violence where people are hurt, mass casualty accidents, and emergencies that bring major media coverage. We provide debriefing services in both industrial and public service settings.

Violence Prevention
Unfortunately, workplace violence has become an increasing concern in recent years. Recent history has shown that threats, statements about violence, and other deviant actions often precede violence. When concerns arise about potential for violence in the workplace, a prompt assessment of dangerousness can reduce the likelihood of violence in the workplace, facilitate the employee receiving appropriate treatment, and contain legal liability.

Fitness for Duty Evaluations
Work performance issues occur in every workplace, and behavioral health problems account for a significant portion of these. When this is the case, discipline usually is relatively ineffective. Employees have periods of less than ideal performance for a variety of reasons. When an employee demonstrates significant deterioration from his or her usual baseline or when there is a question regarding an employee's fitness for duty, an independent evaluation can often be quite useful. A Fitness for Duty evaluation can assist management in identifying who needs help, help employees get help they would not seek on their own, and often can result in a healthier, more productive employee.

Return to Work Evaluations
An employee returning to work frequently occurs as a result of the employee's treatment provider of record certifying that the employee is fit for duty. Psychological disabilities or sick leaves are more abstract and subjective than physical ailments. Employers have the right to require an independent examination to validate what may be an opinion that does not consider workplace issues. Warren D. Salkin, Ph.D., LICDC-CS is quite experienced in blending these factors together, determining whether returning the individual is a good risk and whether accommodations are required.

Disability Evaluations
Disability claims based on emotional or behavioral grounds can be among the hardest to objectively evaluate. In particular, stress-related disability claims have risen dramatically in recent years. When these claims are legitimate, the employee needs and deserves help and usually can return to productive employment with appropriate treatment. In addition, the American with Disabilities Act puts the onus on the organization to provide for these employees by making reasonable accomodations. An evaluation can be useful in guiding both employee and management in dealing with this complex situation and often can help in managing the disability more effectively to the benefit of both employee and employer. When managers believe that an employee needs to be on disability but the employee either does not agree or fails to pursue treatment, an evaluation can often be quite useful in resolving the situation.

Training for Management and Staff
We can provide high-quality training, tailored to the needs of your organization, on a wide range of topics

"Brown bag lunch" psycho-educational series - Offering a series of interesting, high quality presentations for employees is a way to disseminate information on a variety of mental health and lifestyle issues. Employees who might never seek professional care can be exposed to useful information. Some of the topics currently offered include: Stress management; Prioritizing and Organizing; Assertiveness training; Substance use and abuse. Warren D. Salkin, Ph.D., LICDC-CS would be happy to develop unique programs tailored to the needs of your business.

Staff Development - More serious topics can be given more detailed treatment for supervisory and management staff. Topics include: Violence in the workplace; Supervisory training; Effective interventions with problem employees.

Treatment for Impaired Employees or Managers
Through our affiliation with Behavioral Health Associates, Inc., we can provide comprehensive, state-of-the-art treatment for a broad range of behavioral health problems including:

  • Alcoholism and Substance Abuse
  • Depression and mood disorders
  • Phobias and Anxiety Disorders

Consultation for Situations Involving Litigation

Unfortunately, there are times when lawsuits are inevitable. Warren D. Salkin, Ph.D., LICDC-CS is experienced in providing your legal team with practical information, whether by reviewing records or conducting a clinical evaluation.

Worker's Compensation - One of the fastest-growing areas of litigation involves claims for the emotional consequences of a workplace injury. There are times when this is entirely appropriate; severe injuries and accidents do have emotional sequelae that have long been under-treated. However, there are also times when claimants seek additional treatment and/or compensation for complaints that are not a legitimate consequence of a workplace injury. Warren D. Salkin, Ph.D., LICDC-CS can provide your legal team with objective, practical information either by reviewing records of previous evaluations or by conducting an evaluation.

Clinical Consultation
We can provide individualized consultation services designed to meet the needs of your business or organization. Through our affiliation with Behavioral Health Associates, Inc., we can provide services ranging from specialized treatment for anxiety disorders and depression to Internet-based training programs.

For more information, contact Warren D. Salkin, Ph.D., LICDC-CS at (216) 831-2500 or via e-mail at psysalkin@sbcglobal.net.

24400 Highpoint Road, Suite 9   |   Beachwood, Ohio 44122   |   Phone: (216) 831-2500   |   Fax: (216) 831-4035

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