Don’t allow the employee to play you off against higher management or union representatives. The program has joint labor-management support to deal with troubled employees. No union approves of poor job performance. If necessary, have the union representative present.
Don’t make idle disciplinary threats. Follow through with your warnings. The motivation to seek help frequently comes about when the person is allowed to experience the consequences of his/her behavior.
The goal of the Employee Assistance Program is to keep people on the job, not to get rid of them.
It is not your responsibility to correct personal problems; it is your responsibility to insist on good job performance.
If an employee does not improve performance, that is his/her decision. You are not responsible for his/her decisions, only for using the resources available to you to offer help.
EAP eliminates the need for any personal or embarrassing discussions with an employee about whether or not he or she is an alcoholic or a drug dependent person.
If presented properly early in the process, EAP helps restrict disciplinary action to its legitimate function or corrective action for unsatisfactory job performance – and not for having an illness.
EAP gives supervisors specific direction to deal effectively with a problem which has heretofore caused them a great deal of difficulty.