REFERRALS
EAP and Disciplinary action
MUSC EAP does not interfere with any administrative or supervisory practices. Making a referral to EAP does not provide an employee protection from disciplinary action nor is it a substitute for disciplinary action. The decision for disciplinary action is left to the Manager and Human Resources. Our goal after a referral is simply to help an employee resolve the personal or mental health issues that may be interfering with productivity. It is important to the therapeutic process that a referral to EAP is presented as a helpful tool to address productivity issues rather than a punitive action.
Types of Referral
(1) Self-referral -the employee makes their own confidential appointment.
(2) Informal referral - an employee discloses a personal or mental health problem to their supervisor. EAP counseling services are offered to the employee as a resource, the employee would then make their own appointment
(3) Formal supervisory referral -the employee's supervisor or HR makes a referral to EAP for work performance issues such as: absenteeism, chronic tardiness, failure to make deadlines, decreased productivity and difficulty getting along with co-workers.
(4) Mandated referral -the employee's supervisor with HR consultation mandates a referral to EAP for safety concerns such as: workplace violence, alcohol or drug abuse or impaired judgment that puts others at risk.
Formal Supervisory Referral
The formal supervisory referral is the primary way a Manager can use EAP as a management tool. Before making a formal referral it is important to consider whether or not you have given the employee clear performance feedback, failure to address performance issues in a timely manner often enables the employee and encourages the behavior. A formal supervisory referral is appropriate when your employee's performance problems continue despite your attempts to correct them in the normal process of supervision. The employee seems unwilling or unable to incorporate work performance feedback into change.
These referrals are always about job performance and should not in any way be presented to the employee that the referral is based upon the supervisor's belief that the employee has a mental health problem or diagnosis.
Steps for making the formal supervisory referral:
1. Complete the EAP referral form or call MUSC EAP (843) 792-2848 for a consultation, so that we can discuss your concerns and determine if the employee is appropriate for a formal supervisory referral.
2. Provide MUSC EAP with any written documentation of performance issues. The assessment process is more effective when the EAP counselor has all the information, otherwise she must rely upon the employee's self-report.
3. Have a meeting with your employee:
a. It should be formal and confidential
b. The tone should be hopeful not punitive -an EAP referral is not punishment
c. Tell your employee that you are making a formal supervisory referral to the EAP
d. Site the specific performance issues that are the reason for the referral
e. Note past documentation of the issues
f. Be very clear about expected changes in performance
g. Tell the employee that you have shared this information with EAP
h. Remind the employee that EAP is a confidential service and you have no wish to know their personal information only that they have been compliant with the suggestion
i. Ask the employee to sign a release of information so that the EAP counselor can update you on the employee's compliance
j. If the employee refuses the referral, remind the employee that they are still responsible for making the expected changes in performance
k. Document the meeting
Confidentiality
With the employee's written permission, Supervisors are notified after a formal supervisory referral if their employee has been compliant with their suggestion to have an EAP assessment. Confidentiality is essential to maintain a positive therapeutic atmosphere for the client. Information provided to the supervisor is closely monitored. The consent to release information is detailed to define the exact information released. Supervisors are only given information that is relevant to safety and job performance.
After the referral
Continue to monitor performance and set a date and time to meet with the employee to follow-up on performance issues. Take note of any progress or regression. Is there a general trend towards improvement or have performance problems continued? If the problems have persisted, please feel free to consult with EAP again.
