How the EAP Works
The EAP is designed to help employees and their family members deal with personal problems that may or may not be affecting job performance, absenteeism rate, etc. Typical problems might be alcohol/drug abuse, marital/relationship, family, stress, work issues, financial and health problems.
The counselor will initially assess the employee’s problem to determine whether or not the counselor could help the employee resolve the problem(s) within the contracted number of sessions. If the counselor does not feel the problem(s) could be resolved in the allotted sessions, an appropriate referral will be made to an outside resource for treatment or assistance in resolving the problem.
All information about the employee is kept in the strictest confidence.
The counselor will also act as a consultant to the company. Counselors are available, via phone or appointment, to address questions supervisors may have about how to deal with a troubled employee or work performance issues. In addition, group educational sessions/training can be scheduled regarding specific issues/problems in the workplace, i.e. stress, alcohol use/abuse, communication skills, etc.
The EAP is, therefore, an additional resource for you to use in your supervisory capacity. You, the supervisor, are the key to the EAP. You see an employee’s work habits on a daily basis. Early recommendations to the EAP are essential for successful resolution of problems.
Employees may obtain professional assistance through the EAP in several ways:
1. Self Referral
The employee may seek assistance on his or her own behalf by calling the EAP office for an appointment at 800-894-9327.
2. Supervisor Recommendation
Supervisors may become aware of employees’ personal concerns through conversations. Referring employees to the EAP is one way to show concern/compassion for the employee by reminding them of available assistance.
3. Supervisor Referral
Supervisory responsibility entails addressing work performance issues. When a supervisor needs to address performance issues, or enter a disciplinary process with an employee, referral to the EAP can be an effective tool. For example, when talking to an employee about a specific work-related concern, the supervisor may say, “If there is a personal concern that interferes with your performance, please consider using the EAP.” Further details about this process are identified in subsequent pages.
4. Mandatory Referral
Some employers elect to use Mandatory EAP Referrals. In this case the employee is required to be seen by an EAP counselor as part of the plan of corrective action. The supervisor will clearly identify where performance is lacking, what the work performance expectation is, and also identify the need for the employee to make an EAP appointment. Once the employee arrives at the EAP, the counselor will ask for the employee to sign a release of information to the supervisor. This allows the counselor to confirm that the employee has followed through on making/keeping the appointment. The supervisor can also provide the counselor with information related to work performance expectations. The counselor, supervisor, and employee MAY work together to come up with a plan of action for the employee. Details of sessions between the counselor and the employee remain confidential. Any information exchanged requires a release signed by the employee.
5. Other Referral
The employee may be referred to the EAP by co-workers, family members, physicians, etc.