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This profile was last updated on 6/5/13  and contains information from public web pages and contributions from the ZoomInfo community.

Stella Antonakis

Wrong Stella Antonakis?

Senior Associate

Mercer Inc.
Mercer Investment Consulting Inc
4 Embarcadero Suite 400
San Francisco, California 94111
United States

Company Description: Mercer HR Services employs 4,100 professionals in major international service centers located in Melbourne, Australia; Toronto, Canada; Dublin, Ireland; and London,...   more
Background
8 Total References
Web References
Moreover, as the cost of health ...
www.workforce.com, 5 June 2013 [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.
...
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 - Buck Consultants
www.buckconsultants.com, 23 July 2010 [cached]
Stella Antonakis, LMFT, LCSW 415.617.3922
Moreover, as the cost of health ...
www.workforce.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.
Behavioral Change Management - Contact - Buck Consultants
www.buckconsultants.com, 23 July 2010 [cached]
Stella Antonakis, LMFT, LCSW stiliani.antonakis@buckconsultants.com 415.617.3922
Stella Antonakis, senior ...
www.businessinsurance.com, 16 May 2010 [cached]
Stella Antonakis, senior consultant in national clinical practice at Buck Consultants L.L.C.'s in San Francisco, said employers using behavioral health carve-out models are being challenged by a provision in the interim final rule requiring that the same deductible be applied to medical/surgical and behavioral health benefits.
"It doesn't preclude employers from having carve-outs, but some are concerned administratively about how they will meet the requirements and are worried about noise from employees if the vendors are not able to share information" about claims that apply to the deductible, she said.
"The concern has more to do with medical plan sharing information. Historically, the behavioral health vendors have been more open. Medical vendors are not as flexible," Ms. Antonakis said.
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