The following information from Claremont EAP describes the procedures used in accessing EAP services.

Job Performance Referral Management Guidelines

Management Consultation

The EAP provides a valuable and confidential service to the manager who may have concerns regarding an employee’s unsatisfactory job performance or conduct. It is the goal of the EAP Consultant to help clarify the issues and coach the manager through the appropriate course of action.

Job Performance Referral

  1. Document all observable behavior that is inconsistent with established work standards, or the employee’s usual satisfactory work performance.
  2. Call Claremont EAP at 1-800-834-3773 for a consultation to determine the appropriateness of a formal Job Performance Referral to the EAP.
  3. Meet with the employee to discuss unsatisfactory work performance and/or conduct.
  4. Inform the employee that you have called the EAP and that you are referring her/him on a Job Performance Referral. Be sure the employee understands that:
  5. She/he is free to choose whether to accept the EAP referral or not.
  6. Using the EAP in no way jeopardizes job security or promotional opportunities.
  7. Regardless of whether she/he accepts the referral, you will continue to evaluate and respond to future performance or conduct issues. Referring the employee to the EAP does not constitute corrective or disciplinary action.
  8. Inform the employee that confidentiality will be assured. Tell the employee that you will only be given the following information (provided a Release of Information is signed):
  9. Whether the employee kept the appointment.
  10. If a recommendation was made to the employee (not the nature of the recommendation or the details).
  11. Any need for accommodations (e.g. Modification of schedule).
  12. Projected time frame for improvement.
  13. Whether the employee accepted and is following through with the recommendation.
  14. If the employee accepts the referral, advise her/him to contact the EAP Consultant within an appropriate time frame; usually 24 hours, and provide the employee with the Consultant’s telephone number.
  15. The EAP Consultant will register the employee and give her/him the name and telephone number of a counselor to set up an appointment.
  16. The EAP Consultant will discuss ways for you to evaluate the progress of your employee and how to give her/him feedback regardless of their compliance with the JPR.

The Consultant will maintain contact with you, the employee, and the treatment provider on a regular basis for up to one year to report compliance and review employee performance. The EAP is designed to augment your own management style and corrective/disciplinary action, not replace it.

2015-04-01