The EAP is accessed by employees and their family members primarily by self-referral. You do not have to be recommended to the EAP by someone, or receive anyone's prior approval.
Supervisors or managers may also refer employees to the EAP when job performance problems exist. Here is a closer look at the different types of referrals to the EAP:
Self-referral: The employee or family member makes a personal decision to contact the EAP without being referred by another person, such as a supervisor.
- Supervisor/Management Referral: Your supervisor or manager recommends that you participate in the EAP based upon your job performance problems.
If you are referred to the EAP by your supervisor, it can be helpful to sign a release so your supervisor can be notified of your participation. No personal information will be disclosed, only notice of your attendance and participation in the EAP's recommendations.
It's True! Some violations of company work rules such as using alcohol or drugs on the job are serious performance concerns and can lead to termination. The organization's policy may require the referral of an employee to the EAP in such instances. Typically an employee is asked to cooperate with the EAP's recommendations to avoid termination for the infraction. This is an accommodation, not a punitive act or a "forced use" of the EAP.
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Tip A referral to the EAP is a good thing, not something to fear or to cause you to feel offended. In effect, the organization is allowing you an opportunity to resolve a personal problem possibly interfering with work performance. The hope is that you can avoid the consequences of continued unsatisfactory performance by resolving it and improving your productivity.
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