Research indicates that employee anxiety, depression, substance abuse, and dissatisfaction with the quality of life are the primary or secondary contributing factors in at least 80% of organizational losses (accidents, mistakes, productivity, disability, workers’ compensation).
An employee overly burdened with personal concerns often experiences high absenteeism, tardiness, accidents on and off the job, reduced productivity, impaired judgment, increased medical problems, and poor relationships with coworkers and supervisors. The additional supervisory time spent with a troubled employee and the expense incurred in having to replace an experienced employee are but two examples of the hidden costs associated with employee personal concerns in the work place.
Integrating EAP performance improvement referral as a tool within your absence and productivity management system is an effective risk management strategy.
At times, typical supervisory techniques alone are unsuccessful in improving the work performance of a previously productive employee. When this is the case, employee personal concerns may be the cause. Some troubled employees may confide that they have personal concerns. Others may deny having problems and make excuses for the decline in their performance. Unless a troubled employee receives appropriate assistance, job performance will continue to decline.
Types of EAP Performance Referrals
Suggestion/ Informal Referral
Typical Situation:
Personal, family or work related concerns, or early stage performance concerns.
Process:
Supervisor/HR reminds the employee of the availability of the EAP and suggests that he/she contact the EAP for assistance. This is typical when an employee shares personal concerns (i.e., family or financial concerns, legal, parenting). An informal referral may also be made as a proactive step in addressing minor performance concerns before disciplinary action is necessary.
Supervisor Script:
The EAP has information and professionals to help with a lot of different issues… It’s all right here in this brochure… It’s confidential and maybe they can be of help to you. Sometimes whether you realize it or not, those problems can show up on the job and start to affect work. I’m not saying that’s your situation—however if it is, we have a resource in place for you.
Release of Information:
No information released to employer/supervisor.
Formal Referral/ Strong Recommendation
Typical Situation:
A documented decline in job performance is present.
Process:
Supervisor/HR addresses performance concerns with employee. When performance does not improve, supervisor contacts PAS and discusses the performance concerns he or she would like the EAP to address with the employee. Once the referral is made to the EAP, the supervisor notifies the employee that a formal referral has been made and encourages the employee to contact the EAP within the next 48 hours.
Supervisor Script:
We’ve discussed your job performance and my expectations. Since our last talk I’ve not seen the improvement that you agreed to. I need you to hear me when I say that if your performance does not improve and maintain at the level that we discussed, your job could be in jeopardy. Earlier today I contacted PAS, our Employee Assistance Program.
Performance Referral to EAP
Refer an employee to seek assistance from the EAP when there has been a noticeable decline in the employee’s job performance. The EAP staff helps the employee, on a confidential basis, to identify and resolve personal work/life concerns that may be contributing to job performance problems.
Ultimately, the employee makes the decision whether to utilize the EAP for confidential assistance. The focus of the referral should be completely based upon the employee’s job performance. Should an employee choose to use the EAP as a result of your referral, you may be notified about the employee’s attendance at sessions and compliance with the suggested action plan—but only with the written consent of the employee. No other information will be disclosed.
Comprehensive Services
PAS provides intervention for a wide variety of performance challenges. These may include performance issues concerning specific employees who are experiencing tardiness, absenteeism reduced productivity, low morale, or interpersonal conflicts. It may also include questions about employee substance abuse or team productivity. Certified Employee Assistance Professionals (CEAPs), employment attorneys and PAS medical directors are available to provide expert consultation.
PAS consultants are also available to help you prepare for making a performance referral to the EAP. To receive confidential assistance in motivating an employee to use the EAP, please call PAS at (800)-356-0845.
Integrating EAP performance improvement referral as a tool within your absence and productivity management system is an effective risk management strategy.
They help employees with many different issues… including job performance concerns like yours. They are expecting to hear from you by ________. I strongly suggest that you talk with them and discuss any issues that may be keeping you from meeting these performance expectations.
Release of Information:
Supervisor is notified if the employee contacts PAS.
Employee is presented with a Consent to Release Information form when meeting with the EAP consultant. The information released is limited to EAP attendance, need for time away from work to complete the recommendations, and compliance with the EAP action plan.
Mandatory Referral/Required
Typical Situation:
Used as part of a “last chance agreement” for a severe policy violation (i.e., drug test, harassment, code of conduct, other company policy). HR/legal counsel are typically involved in these situations.
Process:
Organization’s written policy for Mandatory Referral is exercised. Appropriate notification (i.e., HR, risk management, etc.) is made. Employer representative contacts PAS and discusses referral. Employer notifies the employee of his or her obligation, based on policy (timeframe, return to work, etc.).
Supervisor Script:
As a result of ____ Policy Violation or Action it is our policy that employees be terminated. However, as part of our “last chance agreement” you have the opportunity to make an appointment with Personal Assistance Services, our Employee Assistance Program. You need to contact them by ________. It is your choice and responsibility to initiate this contact. However, I need you to understand that your employment is contingent upon complying with this policy.
Release of Information:
Employer/supervisor will be notified if the employee contacts PAS. Employee is presented with a Consent to Release Information form when first meeting with the EAP consultant. Information is limited to attendance, need for time away from work to complete the recommendations, and compliance to the EAP action plan. Additional information is limited to the items listed on the release form. If employee does not sign the release, the mandatory referral to EAP ceases to be an option.
This article is not intended to be construed as legal advice, but is provided as an overview of good business practices.
