EAPs are not a "safe harbor". . . . Participation in an EAP does not excuse unsatisfactory job performance. Your hands are not "tied" and you are not prohibited from taking disciplinary action in response to an employee's continuing job performance problems.
- EAPs are voluntary. . . Employees are not "forced" to participate in an EAP. Getting angry or telling an employee it is "mandatory" to go to the EAP may harm the program's ability to attract employees and the organization's investment in it. Utilization may suffer. Employees who come to an EAP and say, "My supervisor told me I had to come," are typically less accepting of help.
- EAPs are non-disciplinary. . . EAPs cannot dispense, recommend, or recommend against disciplinary action. An employee cannot have job security, promotional opportunities, or position status jeopardized solely for participating in an EAP.
- There are two types of referrals to an EAP. Self-referral: While job performance remains satisfactory, the employee volunteers to participate in the EAP. Supervisor Referral: The employee agrees to participate in the EAP after being referred by the supervisor based on job performance problems (attendance, quality of work, behavior/conduct, availability issues, etc.).
It's True! If you enable an employee with a performance problem, an underlying personal problem may grow worse, and it may become more difficult to treat. Refer employees early before performance problems grow worse.
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Tip With an EAP, a supervisor can focus on performance, and not feel compelled to get "involved" in the personal problems of employees. Supervisors should take advantage of this and expect employees to take personal responsibility for using resources and accepting help offered by the EAP.
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