EAP Orientation for Managers and Supervisors€¦ · EAP Orientation for Managers and Supervisors...
Transcript of EAP Orientation for Managers and Supervisors€¦ · EAP Orientation for Managers and Supervisors...
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EAP Or ien ta t ion fo r
Manager s and
Superv i so r s
2018
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P R O G R A M O B J E C T I V E S
You will learn:
• What the Employee Assistance Program (EAP) can do to help employees & families.
• How the EAP can assist supervisors who are dealing with employee personal problems.
• How to refer an employee to the EAP.
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EAP (Employee Assistance Program)
“A worksite based program to help companies address productivity issues and help
employees identify and resolve personal problems that may affect well-being and job
performance.”
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How EAP Helps Employees & Their
Families
Counseling
Legal/Financial
Childcare
Eldercare
Work/Life Services
Wellness Coaching
Sleep Coaching
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M A N A G E R S A R E E M P L O Y E E S T O O !
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How EAP Helps Supervisors & Managers
• You want to help your employees but still
need to get your own work done.
• Want to be involved but quickly can become
over involved!
• Well meaning conversations quickly evolve
into “too much information” situation.
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Employee Pathways Into EAP
Employee Self-referral
• Aware of EAP through brochures, posters, social media,
word of mouth, benefit fairs, prior experience etc.
Management Referral:
• Performance issues not present (Informal)
• Performance issues present (Formal)
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Q U E S T I O N S S O F A R ?
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Management Referral: No Performance Issue (Informal)
• Informational and supportive: making sure
employee is aware of benefit
• Preventative
• Confidentiality emphasized
• No need for manager to call EAP consultant
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Management Referral: Performance Issue (Formal)
• Discuss situation with Human
Resources
• Contact your EAP management
consultant to develop a coordinated
plan
• Meet with employee and discuss EAP
referral as part of performance
improvement plan
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Management EAP Referral Tips:
• Referral is “strongly recommended” rather than
“mandatory”. Persuasion not coercion.
• Set clear performance expectations independent of
EAP participation
• Don’t diagnose (even when you think you know the
problem)
• Emphasize confidentiality and follow-up
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Privacy &
Confidentiality
Information With A Signed
Release
• Employee’s initial contact
with the EAP
• Employee’s compliance
with EAP
recommendations (not
their specific nature)
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EAP Is Non-Disciplinary & Voluntary
•EAP’s cannot dispense, recommend
(for or against), or interfere with
disciplinary action
•Participation in EAP does not excuse
unsatisfactory job performance
•Your hands are not tied with respect to
taking action in response to job
performance issues
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Accessing Services