What is the supervisor’s responsibility in suggesting the EAP to an employee?

A vital part of the supervisor/manager’s responsibility is to correct performance or conduct that negatively impacts either the employee or the workplace. Discipline, and the steps that lead to discipline (counseling, counseling confirmed in writing, corrective action plans, specials reviews, etc.) should always be considered steps to bring the employee back into a productive and healthy course of employment. Any corrective action letter or disciplinary letter (except dismissal) given to an employee should advise the employee of the services available through the EAP. Concern is an effective resource to assist supervisors and managers to correct employee problems by offering counseling to the employee. Managers/supervisors can make a “Job Performance Referral (JPR)” referral when a performance or conduct problem is identified; see Section C below for more information.

If an employee tells his/her supervisor that he/she is experiencing a personal problem, but there is no conduct or performance problem, the supervisor should advise the employee of the availability of the EAP and provide him/her with Concern’s phone number. For example, a supervisor may know that an employee recently has lost a family member, or the employee may have mentioned a personal problem to the supervisor. Employees or members of their family can use up to four free visits per fiscal year, on the employee’s own time (either after work hours, or on approved leave).