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<span class="text9538Font1" >EAPs — The Role of the Supervisor</span ><span class="text9538Font3" style="background-color:transparent" >
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<span class="text9538Font7" style="position:relative;top:-0px;margin-right:18px">•</span ><span class="text9538Font3" >Regarding EAPs, supervisors are primarily referral agents <br />
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<span class="text9538Font7" style="position:relative;top:-0px;margin-right:18px">•</span ><span class="text9538Font3" >Supervisors may be contacted by EAP professionals regarding post-
referral changes in job performance<br />
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<span class="text9538Font7" style="position:relative;top:-0px;margin-right:18px">•</span ><span class="text9538Font3" >Supervisors are never expected to act as counselors <br />
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<span class="text9538Font7" style="position:relative;top:-0px;margin-right:18px">•</span ><span class="text9538Font3" >Remain up-to-date on EAP services, procedures, and related
organizational policy <br />
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<span class="text9538Font7" style="position:relative;top:-0px;margin-right:18px">•</span ><span class="text9538Font3" >Maintain a list of non-EAP agencies available to assist employees in
the event that an employee does not want to go to the EAP <br />
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<span class="text9538Font7" style="position:relative;top:-0px;margin-right:18px">•</span ><span class="text9538Font3" >Develop a working relationship with the EAP Administrator or staff <br />
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<span class="text9538Font7" style="position:relative;top:-0px;margin-right:18px">•</span ><span class="text9538Font3" >Be supportive of employees needing help, but avoid being drawn into
discussions of an employee’s personal problems—focus conversations
on job performance and available options for assistance with problems<br />
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<span class="text9538Font7" style="position:relative;top:-0px;margin-right:18px">•</span ><span class="text9538Font3" >Continue to monitor and evaluate employee performance and behavior
and act in accordance with your organization's policy
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<span class="text9548Font1" >The supervisor acts primarily as a referral agent with regard
to an EAP. The supervisor is usually in the best position to
notice troubled employees – even when there are no
performance problems. It is the supervisor's role to
informally refer employees to the EAP and to encourage
them to seek help. Supervisors may be contacted by EAP
professionals regarding post-referral changes in job
performance, but supervisors are never expected to act as
counselors. In addition, supervisors should: Remain up-to-
date on EAP services, procedures, and related
organizational policy, Maintain a list of non-EAP agencies
available to assist employees in the event that an employee
does not want to go to the EAP, Develop a working
relationship with the EAP Administrator or staff, Be
supportive of employees needing help, but avoid being drawn
into discussions of an employee's personal problems—focus
conversations on job performance and available options for
assistance with problems, Continue to monitor and evaluate
employee performance and behavior and act in accordance
with your organization's policy.
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<span class="text9551Font1" >Page 7 of 11
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