A provider network built on partnership.

MYgroup providers are the foundation of everything we do. When someone reaches out for support, you’re the person who cares for them—and we make sure you’re never doing it alone.

Our Model

Brief, solution-focused, and clinically supported care

MYgroup’s nationally recognized Employee Assistance Program (EAP) is designed to help people navigate challenges that affect how they show up in life and at work. Our model is built on clinical partnership: every referral is coordinated by a clinical care partner who handles intake, provides authorization and session details, and is there for you—so you have context, support, and a direct line to the team behind each case.

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Qualifications

What we look for in providers

MYgroup holds our provider network to a high clinical standard. To be considered, providers must meet the following requirements:

  • Doctorate or master’s degree in the mental health field
  • Minimum of three years of post-graduate clinical experience
  • Full state licensure (e.g., LPC, LCSW, LMFT)
  • Current professional liability insurance
  • Knowledge of community resources for referral
  • For substance abuse cases: relevant experience and credentials (e.g., LCAS, SAP)

To apply, submit a completed provider application along with your current licensure, liability insurance verification, and any relevant certifications.

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How you'll work with clients as a MYgroup provider

  • Assess early.

    Complete a thorough assessment within the first one to two sessions to determine whether short-term support is appropriate or a referral is needed.
  • Deliver brief, focused care.

    MYgroup operates on a solution-focused model. Sessions are authorized and time-limited, designed to address the presenting concern and support resolution.
  • Refer when it's right.

    If longer-term care is needed, it is appropriate to self-refer. Provide at least two clinically appropriate referrals in a comparable price range with insurance coverage in mind.
  • Stay connected to your clinical care partner.

    Your MYgroup clinical care partner is your point of contact for authorization details and clinical questions. Provider Relations is also available for credentialing, billing, and profile updates.

Become a MYgroup Provider

Ready to join us?

Submit your provider application to get started. For questions about the network, credentialing, or the referral process, contact Provider Relations.

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Provider Relations

866.850.2175 | myprovider@mygroup.com

In the market for an EAP?

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Supervisor Orientation Test

Welcome to your Supervisor Orientation Test! There are a total of 12 questions and you need to get at least nine correct to receive a passing grade. You may refer back to the Supervisor Orientation training materials if you need a refresher.

Which statement most closely describes an EAP?

A supervisor is not allowed to dispense a disciplinary action while an employee is being seen by the EAP, even if performance problems are continuing.

EAPs can reduce the risk of lawsuits by helping troubled employees resolve personal problems before they face adverse actions such as termination that can lead to expensive legal challenges.

Many professionals in the workplace may consult with supervisors, but the profession founded on the basis of helping troubled employees and consulting with supervisors in managing and intervening with troubled employees is:

Your employee says she has marital problems after you confront her about coming in late and calling in sick. As a result, you recommend that she call the EAP. The attendance problems stop. However, two months later, attendance problems return. Your prior discussion and recommendation to use the EAP was a "supervisor referral"?

Some employees have personal problems, but no performance problems. How would you respond: Your employee tells you she is having financial problems. She says if things get worse, she might have to file for bankruptcy. She has no performance problems. What would you do?

Your employee has a problem with absenteeism. When confronted, he says he will seek help from the EAP. A month later the absences continue. At this point, there is no need to make a supervisor referral because the employee has already gone.

Which one of these interactions with a troubled employee would most likely be perceived as serious and motivate change?

If you refer an employee to the EAP, but do not consult with the EA professional and do not provide written information concerning performance problems, all of the following are likely to happen EXCEPT:

If the employee is referred to the EAP, but refuses to sign a release of information, the supervisor will have no way of knowing if the employee followed through with the referral.

Meeting with an employee after referral to the EAP, and planning specific dates and times for other follow-up meetings is a powerful way of helping an employee feel a constructive sense of urgency to follow-through with the EAPs recommendations and reduce the likelihood of a return to performance problems.

You are concerned with your employee's continued absenteeism and problematic behavior on the job. You decide to refer your employee to the EAP. Unfortunately the employee does not go after agreeing to do so. How should you respond?