Introduction
The Employee Assistance Program (EAP) is designed to help employees resolve problems which may impact job performance.
“Snapshot” of EAP Services
The EAP offers assistance with:
- Marital/Couples/Family Issues
- Emotional Distress
- Grief and Loss Issues
- Interpersonal Conflicts
- Alcohol and Drug Abuse
- Legal Counseling (by referral)
- Training
- Debriefings
Eligibility
All full-time, part-time, temporary, and per-diem employees
Spouse, partner, or dependents of eligible employees
Limited to 6 visits per calendar year per family member
- Services are confidential
- Services are free
- Services are usually voluntary
- Services are available by appointment
- Services are provided by professionally trained staff
PROGRAM LIMITATIONS
EAP is NOT intended to handle specific on-the-job performance issues between employees and supervisors such as:
- Raises
- Transfers
- Promotions/Terminations
- Job Duties & Assignments
- Off Work Orders
- Court Ordered Counseling & Related Matters
THE SUPERVISOR’S ROLE
The supervisor is in the best position to initiate the helping process promptly, firmly, and humanely.
Intervene early to prevent a crisis from developing. The longer problems continue, the more difficult they are to resolve.
Intervene in a positive and direct manner, attempting to restore the employee to good productivity. Poor morale is easy to avoid, but difficult, expensive and time consuming to correct.
Remember, you’re not helping by ignoring the problem.
Make the referral when…
You are encouraged to refer an employee to the EAP when personal or professional problems are impacting job performance.
Personal problems have significant hidden costs such as:
- Higher or increased absenteeism
- Tardiness
- Conflict on the job
- Reduced quality/quantity of work
When calling to make a referral to EAP, you are STRONGLY encouraged to provide pertinent information regarding the nature of your concern.
The initial appointment, when referred by you formally or informally, is on County time.
Making The Referral
Employees contact the EAP directly themselves to schedule an appointment for individual assessment and services.
Approximately 80% of employees are self-referred.
FORMAL vs. INFORMAL REFERRAL
Formal:
- Deteriorating job performance
- Professional concern
- Document the referral
- Not discipline
Informal:
- No evidence of job impact/deterioration
- Personal concern for employee
- No need to document referral
Remember, EAP services are completely confidential. The referring department will receive feedback only if the employee signs a written Release of Information.
Formal Referral Guidelines
When making a referral please avoid:
- Diagnosing the problem yourself.
- Being misled by “poor me” tactics.
- Covering up for a friend.
When making a referral please:
Make it clear to the employee that your concerns are:
- With their job performance
- With their wellbeing
Point out the availability of EAP.
Emphasize: Confidentiality, and the broad range of problems addressed.
Explain that EAP is voluntary.
Emphasize that your concern is both professional and serious, and urge them to take positive steps to correct the problem.
Follow-up with the employee.
Continue to document:
- Substandard work performance
- Improved work performance
The Formal Referral Process
Give job related examples of specific concerns, such as:
- Number of times late or absent
- Number of errors
- Deadlines missed
- Conflict with others
- Decline in productivity
- Other performance problems
Step 2:
Tell the employee that you think the declining performance may be resolved with the help of EAP.
Make it clear that while you do not know what is causing the problem, the employee’s job performance needs to improve.
Step 3:
Recommend that the employee seek professional assistance through the Employee Assistance Program.
Explain the purpose of the program briefly and note that it is:
- Free
- Confidential
- Voluntary
The Formal Referral Process
"(Name ), I’m concerned about you. Lately you have been (Give examples). I would like you to go to EAP to see if they can help.”
“I’ve scheduled a tentative appointment for you on (date) at (time)”
“Please call EAP to confirm, reschedule or cancel.”
“Let me know what you decide.”
Potential Thoughts Supervisors Have Expressed as Reasons Why They Would Hesitate to Make a Referral to EAP.
“Yes, but…”
He or she already has more problems than he or she can handle.
I am afraid of him or her.
I don’t know what to do about a drug/alcohol problem.
I just cannot communicate with younger/older people.
I’m too busy with more important things.
I do not want to hurt the employee’s feelings.
I am afraid the employee will quit.
I do not want to be involved in their problems.
It is better to let sleeping dogs lie.
I am afraid it will become an argument.
Time will take care of the problem.
I might do or say something that my boss won’t support.
It won’t do any good.
I don’t have enough authority or support from administration.
I can’t stand to see anyone cry.
A confrontation might have results that would make me look bad.
EAP’S responsibilities include:
Prompt follow-up on referrals
Problem Assessment
Provide counseling as appropriate
Refer out for special care or treatment, if required
Follow-up with department/agency when permitted by employee
Provide consultation/guidance to supervisors and managers
Case manage Human Resource directed referrals
Maintain client confidentiality
For Additional Information…
http://www.workforceexchange.net/pdf/HR_Service_Managers.pdf
EAP Locations
Greater Riverside:
3600 Lime St., Bldg 1, Suite 111
Riverside, Ca. 92501
Phone: (951) 778-3970 Fax: (951) 274-0836
Desert Area:
68-625 Perez Rd., Suite 10-A
Cathedral City, Ca. 92234
Phone: (760) 328-6863 Fax: (760) 328-2264
True or False Review
All information the employee shares with EAP will go in the employee’s personnel file.
The Supervisor should always leave it up to the discretion of the employee to seek help
EAP will give you a full report, about the employee’s visit.
The Supervisor cannot make a mistake when referring an employee to EAP.
The employee’s dependent family members are eligible to go to EAP.
EAP does not write “off work” orders or get involved in issues like raises, transfers, etc.
The Supervisor cannot make a mistake when referring an employee to EAP.