When to Refer
Poor judgment and inattention to policies and safety procedures, whether in an industrial, manufacturing, health care or business setting, can have potentially deadly consequences, placing customers, employees and the organization at risk.
EAP counselors conduct an assessment of the employee and the identified problem to determine possible contributing factors such as a mental health condition that may need treatment. Counselors can assess for the presence of depression, substance abuse and other life impairing conditions.
At times, it may be necessary for a supervisor to refer an employee to EAP Resources. The supervisor may suggest that the employee seek help or the supervisor may make a management referral for problematic behavior. Managers and supervisors may refer employees for assistance who may have demonstrated a decline in work performance or productivity, exhibited disruptive conduct that may affect team relations in the work unit or who may be suspected of substance abuse.
Signs That an Employee May Need EAP Referral:
- Overly emotional
- Positive drug screen
- Increased mistakes, errors
- Declined work performance
- Accidents
- Poor judgment
- Change in appearance
- Change in behavior
- Increased absences
- Tardiness
- Extended and excessive breaks
- Frequent trips to one's car
- Argumentative, irritability with coworkers or supervisors
If you have questions or need assistance regarding an employee situation, contact EAP Resources. We can help HR professionals and supervisors develop plans of approach and corrective action plans.
Other possible signs that an EAP referral may be needed include:
- Anger management problems
- Disruptive conduct
- Coworker conflicts
- Presenteesim
- Low morale
- Poor concentration
- Difficulty following directions
- Difficulty completing work
- Mood swings
- Agitation, throwing things
- Property destruction
- Bringing weapons to work
- Obsession with weapons
- Threatening comments
How to make a management or supervisory referral:
Management referrals may be necessary for issues related to conduct problems, team relations, anger management, attendance, or suspected substance abuse. Our counselors can assist HR with developing return to work plans, and assisting the individual to integrate back into the workforce following leaves of absence.
Supervisors may recommend that the troubled worker call EAP Resources for an appointment. At the time the recommendation is made, be prepared to give the employee the EAP toll-free number. EAP wallet cards are available and useful in these situations.
If a management referral is necessary, the supervisor may contact EAP Resources using the toll-free number. The supervisor should be prepared to provide the EAP counselor with details of the employee situation prompting the referral. The counselor will request that the employee sign a consent form authorizing communication between the counselor and the referring supervisor. Due to confidentiality laws, this is required before the counselor can confirm that the employee followed through with the appointment. Even though the employee may choose to sign the release, personal information shared during the counseling session is not shared with the supervisor unless the employee has directed a threat of harm toward a specific individual or one's self.
