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Stella Antonakis

Senior Consultant

Mercer LLC

HQ Phone:  (212) 345-4500

Direct Phone: (415) ***-****direct phone

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I agree to the Terms of Service and Privacy Policy. I understand that I will receive a subscription to ZoomInfo Community Edition at no charge in exchange for downloading and installing the ZoomInfo Contact Contributor utility which, among other features, involves sharing my business contacts as well as headers and signature blocks from emails that I receive.

Mercer LLC

1166 Avenue of the Americas 40th Floor

New York City, New York,10036

United States

Company Description

Mercer is a global consulting leader in talent, health, retirement and investments. Mercer helps clients around the world advance the health, wealth and careers of their most vital asset - their people. Mercer's more than 20,000 employees are based in 43 count...more

Background Information

Employment History

Senior Consultant In National Clinical Practice

Buck Consultants Inc


Web References(9 Total References)


The expanding role of EAP - Employee Assistance Programme

www.employeeassistanceprogramme.com [cached]

Moreover, as the cost of health care for employers continues to rise, EAP providers view themselves as a proactive service to reduce employee stress and other potential issues that could lead to health costs down the road, says Stella Antonakis, a senior consultant at Mercer, a human resources consultancy.
Antonakis, who has been in the industry since 1987 and started as a licensed clinician, says an EAP is "one of the more affordable" benefit costs for employers. What's more, the service is free to employees, and the return on investment can be significant, she says. The cost for employers varies depending on company size, level of customization and model design. But Antonakis says the range is between $1 per employee per month for a three-session model to more than $3 for six or more sessions per employee per month. According to data cited by Mercer from the U.S. Department of Health and Human Services, employers save between $5 and $16 for each dollar invested in an EAP because of reduced absences, turnover and medical claims. "There are huge implications for employers as far as health care costs," Antonakis says. The trouble is getting employees to participate in the program. "What I see, unfortunately, is that utilization is not at a healthy level," Antonakis says. Because providers tend to use different formulas to report EAP usage, there is no standardization in the industry. Still, Antonakis says EAP usage for clinical services has hovered around 3 percent for some time. She says more communication and marketing is needed-as well as more education and awareness on mental health issues in the workplace-for employers to get the maximum value from the benefit. The issues leading to employee absence and turnover have changed through the years. And oftentimes, the changes reflect the broader forces at work in the economy. For instance, Antonakis says that substance abuse, while still a problem for many, has dropped down the list of reasons why workers use EAPs.


www.workforce.com

Moreover, as the cost of health care for employers continues to rise, EAP providers view themselves as a proactive service to reduce employee stress and other potential issues that could lead to health costs down the road, says Stella Antonakis, a senior consultant at Mercer, a human resources consultancy.
Antonakis, who has been in the industry since 1987 and started as a licensed clinician, says an EAP is "one of the more affordable" benefit costs for employers. What's more, the service is free to employees, and the return on investment can be significant, she says. The cost for employers varies depending on company size, level of customization and model design. But Antonakis says the range is between $1 per employee per month for a three-session model to more than $3 for six or more sessions per employee per month. According to data cited by Mercer from the U.S. Department of Health and Human Services, employers save between $5 and $16 for each dollar invested in an EAP because of reduced absences, turnover and medical claims. "There are huge implications for employers as far as health care costs," Antonakis says. The trouble is getting employees to participate in the program. "What I see, unfortunately, is that utilization is not at a healthy level," Antonakis says. Because providers tend to use different formulas to report EAP usage, there is no standardization in the industry. Still, Antonakis says EAP usage for clinical services has hovered around 3 percent for some time. She says more communication and marketing is needed-as well as more education and awareness on mental health issues in the workplace-for employers to get the maximum value from the benefit. The issues leading to employee absence and turnover have changed through the years. And oftentimes, the changes reflect the broader forces at work in the economy. For instance, Antonakis says that substance abuse, while still a problem for many, has dropped down the list of reasons why workers use EAPs.


www.workforce.com

Moreover, as the cost of health care for employers continues to rise, EAP providers view themselves as a proactive service to reduce employee stress and other potential issues that could lead to health costs down the road, says Stella Antonakis, a senior consultant at Mercer, a human resources consultancy.
Antonakis, who has been in the industry since 1987 and started as a licensed clinician, says an EAP is "one of the more affordable" benefit costs for employers. What's more, the service is free to employees, and the return on investment can be significant, she says. The cost for employers varies depending on company size, level of customization and model design. But Antonakis says the range is between $1 per employee per month for a three-session model to more than $3 for six or more sessions per employee per month. According to data cited by Mercer from the U.S. Department of Health and Human Services, employers save between $5 and $16 for each dollar invested in an EAP because of reduced absences, turnover and medical claims. "There are huge implications for employers as far as health care costs," Antonakis says. The trouble is getting employees to participate in the program. "What I see, unfortunately, is that utilization is not at a healthy level," Antonakis says. Because providers tend to use different formulas to report EAP usage, there is no standardization in the industry. Still, Antonakis says EAP usage for clinical services has hovered around 3 percent for some time. She says more communication and marketing is needed-as well as more education and awareness on mental health issues in the workplace-for employers to get the maximum value from the benefit. For instance, Antonakis says that substance abuse, while still a problem for many, has dropped down the list of reasons why workers use EAPs.


Behavioral Change Management - Contact - Buck Consultants

www.buckconsultants.com [cached]

Stella Antonakis, LMFT, LCSW
stiliani.antonakis@buckconsultants.com 415.617.3922


Behavioral Change Management - Buck Consultants

www.buckconsultants.com [cached]

Stella Antonakis, LMFT, LCSW
415.617.3922


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