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Kewaunee County to start employee-assistance program; HR exploring alternative voluntary-benefit vendor
Summary
County HR told the committee it will implement a budgeted employee assistance program starting in March and is evaluating a local broker as an alternative to current supplemental-benefits vendor Aflac; EAP cost is under $5,000 and covers up to eight sessions per employee household.
Kewaunee County staff told the Executive Committee that the county will initiate an employee assistance program (EAP) budgeted in 2025 and that human-resources staff are exploring a local broker as an alternative to the county’s current voluntary-benefit carrier, Aflac.
Human-resources staff said the EAP, procured through a vendor identified in the meeting as ERC, will provide first-level, timely behavioral-health support and is budgeted at under $5,000 for the year to cover all employees and their households. “It's very affordable. It's under $5,000 for the county for the year to cover all of our employees, in their households,” the county HR presenter said. Staff said a contract is on their desk and that the EAP line could begin in March.
The EAP will provide short-term help and transition clients to the county’s major medical plan if longer treatment is needed; staff said the program “cover[s] up to 8 session[s]” and will assist employees with urgent or near-term behavioral-health needs and with issues that may not meet the threshold for a diagnosable disorder but still require prompt support.
Separately, human-resources staff said they have been approached by a broker that operates locally and were testing a proposal to compare rates and terms with Aflac for voluntary supplemental insurance (accident, disability, accident death and dismemberment, and similar plans). Staff emphasized that voluntary benefits are optional for employees and that exploring another broker would not remove employees’ current coverage. “The only thing that would change is they'd be buying that without the payroll deduction. So they'd still get an invoice at home for an insurance coverage they currently have,” the HR presenter said. No contract or vendor change was approved at the meeting; staff said they are only generating a proposal to compare rates.
Committee members asked about confidentiality, employee cost, and how the EAP coordinates with the county’s major medical plan. Staff said EAP use would be confidential and that if a person needed care beyond the EAP’s allotment, HR would assist in moving them to providers covered by the health plan.
No formal action was required or taken on the EAP vendor at the meeting beyond the informational update; staff indicated they expect to initiate the program after finalizing contract paperwork.
