1. EASE@WORK A division of Center for Families and Children
EMPLOYEE ASSISTANCE PROGRAM
Manager & Supervisor Training

2. Advantages of an EAP
Benefit to employees for personal/job related concerns
Resource for managers in supervising employees who express or demonstrate personal / performance related concerns

3. EAP: What Is It? Short term counseling Management Tool
Assessment & Referral
Workshops/Seminars in community
Resource & Referrals to Financial Advisors, Attorney’s and Eldercare and Child Care Specialists
Short term counseling
Management Tool

4. Who Does the EAP Help? Employees and Family Members Managers
Company: Productivity - Bottom Line

5. Is Confidentiality Assured?
YES!!!
Counselors bound by state, federal law licensure requirements and professional ethics
Offsite locations
EASE/CFC is a private, independent entity

6. EASE / EMPLOYEE ASSISTANCE SERVICES
National Provider Network
Utilization Reports
24 Hour Phone Line
Publicity Materials
Screening & Assessment
EASE @
Work
Workplace Seminars
Information & Referral to Community Resources
Employee / Management
Orientation Sessions
Alcohol/Drug
Anxiety/Depression
Children/Adolescent
Eldercare
Emotional Issues
Grief Reaction
Marital/Family
Physical Health
Sexual Harassment
Stress
Suicidal
Workplace Conflict
Problem Resolution
Critical Incident
Stress Debriefing
Performance-Based
Referral & Case Management
Legal Counseling
30 Minutes Per Issue/Year
Management / Union Consultation
Financial Planning Assessment by Financial Advisor
Referral for Psychiatric Evaluations
Enhanced Elder Care
Resource and Referral
Enhanced Child Care
Resource and Referral

7. The Mechanics of a Referral
Self Referral
Supervisor / Manager Encouraged
Job Performance-Based Management Referral
Supervisor/Manager contact Human Resources
Human Resources calls EASE Clinical Manager at for consultation
Fax EASE Management Referral Form
Employee calls EAP

8. The Process of Referring an Employee
Identify the Problem
Document behavior
Intervene / Refer
Follow-up

9. Types of Performance Issues
Increased Absenteeism / Lateness
Decreased Efficiency or Erratic Productivity
Declining Interpersonal Relationships
Deteriorating Attitude, Appearance and Behavior

10. Intervention Interview Guidelines - Do’s
Communicate clearly and directly documented details of the unsatisfactory performance
Encourage employee to acknowledge that work performance problems exist
Indicate to the employee that his/her performance must show improvement
Recommend confidential consultation as provided by the EAP as a support to help employee reach their goals

11. Intervention Interview Guidelines - Do’s (cont.)
Assure the employee that the consultations / records with outside EAP provider will be confidential
If you suggest EAP, it is important to recognize that an employee’s willingness or unwillingness to accept the EAP referral cannot be the basis for disciplinary action
Attendance at the EAP is not a basis for continued employment. (Employment decisions should be performance based)

12. Intervention Interview Guidelines - Don’ts
Do not counsel the employee on health or personal problems
Do not attempt to diagnose or label the problem
Do not discuss drinking or drug use (unless as it relates to company policy)
Do not discuss the employee’s performance problem with anyone except the Human Resources Manager, your manager and the EAP professional

13. Information Manager Receives
Whether employee contacted the EAP
If a recommendation was made to the employee
If employee accepted and followed through on the recommendation
If EAP recommendation necessitates a change in employee’s work schedule (e.g. hospitalization)

14. How do I Access the EAP for Performance - Based Referrals?
Call Human Resources
Call EASE Clinical Manager
(EASE)
Advise employee to call EAP counselor