Frequently Asked Questions By Supervisors

Question: An employee has shared information with me about a personal problem. How can I stay out of their personal life and still be helpful?
Recommendation:Tell the employee you appreciate their honesty and willingness to share the problem with you. Explain that you feel you can best help by reminding the employee of the EAP, where competent professional consultation and help can be arranged. If the employee does not have a private work environment, consider offering the use of your office or telephone so they can call the EAP right away.

Question: How do I respond to the employee who blames poor job performance on personal problems?
Recommendation: Note that the record shows this problem has existed for some time and that since it has not been resolved on its own, it is obvious that the employee needs more help. Urge the employee to consider contacting the EAP for assistance and recommendations. Document the conversation. Remind the employee that, in any case, the job performance problems must be corrected. Continue the discussion with a plan and a target date for job improvement.

Question: My employee demonstrates performance problems and acknowledges there is a personal problem, but claims it is only temporary, and prefers to take care of it alone. Should I involve the EAP?
Recommendation: Be frank, but supportive. If the personal problem has existed for some time and job performance is affected, urge the employee to contact the EAP for support and guidance. Note that you are responsible for their performance. Depending upon the situation, you might consider making a Management Referral to the EAP. Be sure and consult with your Human Resource Department Staff.

Question: The employee claims there is "no problem" and responds in an angry manner. How do I respond to their anger or intimidating behavior?
Recommendation: Use caution! If you have reason to believe the employee is emotionally unstable or perhaps in violation of your Alcohol and Drug Policy, do not continue the interview alone. Keep the person calm and request help from your manager and/or Human Resources Department.

Question: What are the warning signs of a troubled employee who is normally efficient and effective?
Answer:
• Declining job performance
• Chronic absenteeism
• Frequent or careless accidents
• Frequent tardiness
• Change in work relationships
• Poor concentration
• Change in work behavior, missed deadlines, etc.
• Hostility toward coworkers
• Withdrawn behavior

Question: What Should Supervisors Avoid?
Recommendation:

1. Avoid diagnosing the problem.
2. Avoid discussing the employee's problem with anyone except your supervisor, the Human Resources Office, or the Life Enrichment staff.
3. Avoid "covering up." Ignoring the problem will delay facing the issue, and most problems continue to deteriorate unless confronted. Early referral provides a better chance for successful recovery.
   

Question: What about Confidentiality when a Supervisor makes a referral?
Answer: All contacts with the EAP are confidential. Records do not go into medical or personnel files. If an employee gives permission, the EAP counselor may inform the supervisor of the contact and EAP attendance. The Life Enrichment staff will not disclose information specific to the personal problem unless a waiver is signed by the employee.

Final note:
If you have any questions regarding the EAP or how to make a referral, we strongly recommended that you consult with your Human Resource Department. We will work with you and the HR staff to address your concerns. Call us. Let us help.
Life Enrichment EAP at 1-800-404-7960.