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2010-05-16T00:00:00.000Z

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Wrong Stella Antonakis?

Ms. Stella Antonakis

Senior Consultant In National Clinical Practice

Buck Consultants Inc

HQ Phone: (201) 902-2920

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Buck Consultants Inc

500 Plaza Drive

Secaucus, New Jersey 07096

United States

Company Description

Buck Consultants, A Xerox Company, is a leader in human resource and benefits consulting with more than 1,500 professionals worldwide. Founded in 1916 to advise clients in establishing and funding some of the nation's first public and private retirement p ... more

Find other employees at this company (484)

Background Information

Employment History

Xerox HR Consulting

Senior Associate

Mercer LLC

Web References (13 Total References)


Stella Antonakis, senior ...

www.maxxseniorslife.com [cached]

Stella Antonakis, senior consultant in national clinical practice at Buck Consultants LLC's in San Francisco, said employers using behavioral health...


Stella Antonakis, senior ...

www.businessinsurance.com [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.


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.


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 [cached]

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

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