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<span class="text9490Font1" >Discussing a Formal EAP Referral With
an Employee
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<span class="text9490Font6" style="position:relative;top:-0px;margin-right:18px">•</span ><span class="text9490Font2" >Relay your concern about their performance or behavior<br />
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<span class="text9490Font6" style="position:relative;top:-0px;margin-right:18px">•</span ><span class="text9490Font2" >Remind them that this is not the first time you have talked with
them about the problem<br />
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<span class="text9490Font6" style="position:relative;top:-0px;margin-right:18px">•</span ><span class="text9490Font2" >Tell them that it is evident that whatever they have been doing to
correct the problem is not working<br />
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<span class="text9490Font6" style="position:relative;top:-0px;margin-right:18px">•</span ><span class="text9490Font2" >Tell them that you are going to formally refer them to the EAP for
help<br />
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<span class="text9490Font6" style="position:relative;top:-0px;margin-right:18px">•</span ><span class="text9490Font2" >Inform them that everything they discuss with the EAP will be
confidential<br />
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<span class="text9490Font6" style="position:relative;top:-0px;margin-right:18px">•</span ><span class="text9490Font2" >Stress the seriousness of the situation<br />
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<span class="text9490Font6" style="position:relative;top:-0px;margin-right:18px">•</span ><span class="text9490Font2" >Make sure he or she knows that you will continue to proceed
with any corrective actions required by your organization’s policy
if improvement is not noted<br />
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<span class="text9490Font6" style="position:relative;top:-0px;margin-right:18px">•</span ><span class="text9490Font2" >Focus the conversation on performance and the need for him or
her to get help. Don't let the employee make excuses or
discuss the details of his/her personal problems.<br />
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<span class="text9490Font6" style="position:relative;top:-0px;margin-right:18px">•</span ><span class="text9490Font2" >Remember, unless the employee is required to go to the EAP
under a mandatory referral or in lieu of termination, it is the
employee's choice to use the services of an EAP or not.
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<span class="text9500Font1" >If you decide to formally refer an employee for help – or if you
need help making the decision – consult with the EAP staff
first. They can review your concerns and observations and
help to prepare you to discuss the referral with the
employee. When you decide to make a formal referral, talk
to the employee privately and explain that: You are
concerned about specific work performance or behavior
issues, This is not the first time you have talked about the
problem and not the first time that he or she has been
encouraged to work with the EAP, It is evident that whatever
has been tried to correct the problem is not working, you are
making a formal referral to the EAP for help….and That
everything the employee discusses in sessions with the
EAP or other counselors will be confidential Impress upon
the employee the serious nature of the situation. Make sure
the employee knows that you will continue to proceed with
any corrective actions required by your organization's policy
if the employee does not improve. Make sure the
conversation stays focused on employee performance and
the need for the employee to get help. Don't let the employee
shift the focus to the details of his/her personal problem or to
making excuses. Remember, unless the employee is
required to go to the EAP under a mandatory referral or in
lieu of termination, it is the employee's choice to use the
services of an EAP or not.
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<span class="text9503Font1" >Page 5 of 11
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