Supervisory Referral Procedure

A formal referral to the EAP is arranged by a supervisor when an employee has an attendance or work performance problem that is not resolved through normal supervisory counseling or disciplinary action. Consider the following before contacting the EAP to initiate a formal referral: 

1. Does the employee have a recurring work problem? This could be a series of different problems or a similar problem recurring at various times. It is part of the disciplinary process to formally refer an employee to the EAP when he/she has received a first written warning.

2. Does the employee acknowledge that a personal problem is contributing to a developing work performance or attendance problem? 

If the answers to these are yes, then you might wish to consider a formal referral.
To initiate a formal referral to the EAP the supervisor must...

First, contact the EAP Administrative Line: 1 -877-843-6036 and speak to your Client Manager to discuss the problem and determine whether a formal referral is appropriate. 

Second, issue a formal document to the employee that specifies job performance problem(s). Never suggest your own opinions regarding the possible reasons for an employee's personal problems. Focus only upon job performance issues.

Third, arrange a private meeting with the employee to discuss the performance problem and clarify that you are referring her/him to the EAP. Inform him/her that it is voluntary not mandatory for them to contact the EAP. If they choose to contact the EAP, all information shared with the EAP counselor is held in strict confidence. If they choose not to contact the EAP and their work performance continues to deteriorate, then further disciplinary measures may be taken including termination. Present the document and offer basic information about the EAP.

Once the employee signs the confidentiality release, the EAP will notify the supervisor about... 

1. Whether the employee contacts the EAP.

2. Whether the employee follows EAP recommendations. 

Information about specific recommendations, clinical disposition or types of problem(s) is not available to the supervisor. If an employee signs a release of information consent form then the EAP can report general progress.

Only in the event that an employee may pose a threat to the workplace can the EAP break confidentiality standards. If a job site threat is determined, the EAP will notify the appropriate company representative.The EAP's primary task is to not 'weed out' poor performing employees but instead lead them to health, integrity and productivity.

A Supervisory Referral Form is provided to the employee at the close of a formal referral. If you feel unsure how to proceed please contact the EAP prior to meeting with the employee. The EAP remains ready to assist you in every way possible so as to create a successful referral. 

Supervisory Summary