1. Employee Counseling And the EAP For Supervisors

2. © Business & Legal Reports, Inc. 0706 Session Objectives You will be able to: Recognize the purpose, function, and benefits of an EAP Understand how you can contribute to the success of the EAP Identify employees with problems Counsel and refer employees to the EAP as appropriate

3. © Business & Legal Reports, Inc. 0706 What You Need to Know EAP services How an EAP operates Your role in the process How to identify employees with problems How to counsel employees effectively How to make EAP referrals and follow up

4. © Business & Legal Reports, Inc. 0706 What Is an EAP? Investment in people Employer-sponsored program Employee benefit

5. © Business & Legal Reports, Inc. 0706 What Is the Purpose of an EAP? Problem identification Needs assessment Referral services Follow-up services Education

6. © Business & Legal Reports, Inc. 0706 Why Do We Have an EAP? Maintain productivity Improve employee performance Reduce turnover Promote wellness

7. © Business & Legal Reports, Inc. 0706 Why Do We Have an EAP? (cont.) Help employees regain control over their lives Improve morale Lower health insurance costs Save your valuable time

8. © Business & Legal Reports, Inc. 0706 What Services Are Offered? Help for: Alcohol and drug abuse Child/spouse abuse Stress, anxiety, and depression Financial problems Legal problems

9. © Business & Legal Reports, Inc. 0706 What Services Are Offered? (cont.) Help for: Bereavement and loss Balancing work and family Compulsive gambling Wellness Parenting

10. © Business & Legal Reports, Inc. 0706 What Services Are Offered? (cont.) Help for: Conflict resolution Child- and eldercare issues Marital problems and divorce Adjustment to changes in the workplace Career planning

11. © Business & Legal Reports, Inc. 0706 How Does an EAP Operate? Self-referral Mandated supervisor referral Voluntary supervisor referral Confidentiality

12. © Business & Legal Reports, Inc. 0706 What Is Your Role In the EAP? Identify employees with problems Document performance problems

13. © Business & Legal Reports, Inc. 0706 What Is Your Role In the EAP? (cont.) Conduct counseling interviews Refer employees who need additional help to the EAP

14. © Business & Legal Reports, Inc. 0706 About the EAP Do you understand the purpose, function, and benefits of the EAP? Do you understand the services provided and your role in the counseling and referral process?

15. © Business & Legal Reports, Inc. 0706 How to Identify Employees With Problems: Behaviors Poor or erratic performance Loss of productivity Excessive absenteeism Excessive tardiness Moodiness, anger, apathy, or withdrawal

16. © Business & Legal Reports, Inc. 0706 How to Identify Employees With Problems: Behaviors (cont.) Talk of suicide, revenge, violence Abrupt changes in appearance or behavior Increase in conflicts with co-workers Frequent accidents

17. © Business & Legal Reports, Inc. 0706 How to Identify Employees With Problems: Systems Performance appraisals Absence reports Accident reports Discipline reports

18. © Business & Legal Reports, Inc. 0706 Dealing with Troubled Employees Realize that counseling takes time and sincere interest in helping employees Understand that corrective counseling is a special type of interaction Review records and think about your approach Assure privacy and build trust

19. © Business & Legal Reports, Inc. 0706 Dealing with Troubled Employees (cont.) Ensure confidentiality Know your limits Recognize that counseling could raise legal issues

20. © Business & Legal Reports, Inc. 0706 Elements of an Effective Counseling Interview Ensure privacy and allow adequate time Specify the purpose of the meeting Be firm and factual Keep out of the employee’s personal life Be prepared for an emotional reaction Listen

21. © Business & Legal Reports, Inc. 0706 Elements of an Effective Counseling Interview (cont.) Clarify the problem Identify the next step Make your expectations clear Explain the consequences of uncorrected behavior or unimproved performance End the session with something positive

22. © Business & Legal Reports, Inc. 0706 EAP Referrals Become involved early Try to promote voluntary interest in the EAP But don’t hesitate to make an involuntary referral, if necessary Stress the confidentiality of the program

23. © Business & Legal Reports, Inc. 0706 Follow-up Arrange for a follow-up meeting Make sure the employee stays with the program Encourage dropouts to return to the EAP Follow-up on job-related issues

24. © Business & Legal Reports, Inc. 0706 EAPs and Discipline Remember the purpose of discipline Remain objective Integrate the EAP into progressive discipline Give the employee the benefit of the doubt

25. © Business & Legal Reports, Inc. 0706 Counseling and Referrals Do you understand: How to identify employee problems that might require professional intervention? How to deal with troubled employees? About the elements of effective counseling interviews? About EAP referrals, follow-up, and integrating the EAP into the disciplinary process?

26. © Business & Legal Reports, Inc. 0706 Key Points to Remember Employees’ personal problems often affect their work We need to intervene and help workers with problems get back on track Our EAP is designed to provide that help You play a key role in identifying problems, counseling workers, and referring them to the EAP for assistance when necessary